【文章內(nèi)容簡介】 ich in personal growth and the value of the contribution of factors such as dissatisfaction. Mental treatment is hidden, the employees expressed dissatisfaction with the spirit of the treatment, often emphasized the treatment of material dissatisfaction. Spirit of the treatment is a demand, it will not be because of neglect disappear. Solve this problem, the main way is to raise the spirit of the staff treatment, and not pay (physical treatment). 2. Raise staff salaries to the satisfaction of management thinking Salary Management is a human resources management of a difficult, salary management policy is also pany employees are most concerned about one of the pany39。s policy. In developing the new pay policy, the Human Resources Department will conduct extensive and indepth surveys, and superior leadership and repeated discussions, After several revisions. Although pay management is the human resources department of mostfetched thing, but the results are often not allow staff satisfaction. （ 1） Satisfaction and the importance of the decision factors Management staff of the pay level of satisfaction is a measure of the level of remuneration management of the most important criteria. Employees are allowed to pay satisfied, it can be better for the pany, the pay is the fundamental purpose of management. Management employees pay higher degree of satisfaction that the incentive pay more obvious results, the staff would work better, So will receive higher pay, which is a positive cycle. If employees pay a lower level of satisfaction, will be plunged into a negative cycle. Standing here before, will result in the loss of staff. Management employees pay satisfaction, the munity depends on the average salary parison and fair degrees. Comparing average social workers will refer their pay levels with the same positions in the same industry pay parisons If it is found that their pay is higher than the average level, the satisfaction would increase, If it is found that their own salaries below the average level, the satisfaction will be reduced. Pay management is one of the major tasks of the job market value assessment, the staff will be able to attract the pay standards. Fair degree refers to the workers their salary and the salaries of other staff pared the feeling after equality. Raising pay is a fair degree of management difficulties. In fact, the Human Resources Department can not be done on this point so that all staff satisfaction. Many panies pay the reason why the secrecy is to prevent employees know the salaries of other staff level, reduce the pay of the management of fair degree of recognition. Moreover, if not for a fair degree of recognition, the staff will be very difficult to agree with the pay and performance link thereby reducing the performance evaluation of the results. （ 2） How to improve the management of pay satisfaction Management pay raise satisfaction from the average level with the munity and raise more fair degree of two ways. Regardless of the salary manage ment pany to which types of management, the market value of positions is essential to the assessment. Human Resources Department can suggest to the pany staff salaries slightly higher than the level at the same trade status with the salary level above (1 as about 1020%), which is conducive to the stability and staff recruitment. Is a fair degree of subjective feelings of the staff, the human resources department will not attempt to amend the pay system to solve this problem. Of course, the pay system unsuited to the needs of development of the pany, the amendment can be made, it is not fair to improve the most effective way. In resolving this issue, the Human Resources Department should focus on the management of the pay process, and not pay management results. For example, in developing pay systems, and would allow employees to participate. Practice has proved that enable employees to participate in decisionmaking decisions more easily implemented. Some owners and managers worried staff participation in the formulation of the pay system would greatly facilitate policy tends to staff its own interests, without taking into account the interests of the pany. The problem is in reality exist, but the solution is to let the boss, a manager and the staff together to discuss their differences, seek to balance their respective interests. In fact, they are not because of their own interests and lead to irresponsible decisions. Staff participation or nonparticipation is the only distinction : If staff participation in policy formulation would be found before and problemsolving。 If the staff does not participate in the implementation of the policies, the same problems will be exposed, but this time will often lose the chance to resolve the problem. In addition, the Human Resources Department also prompted the owner, manager and staff to establish regular pay on the management of munication Promotion of mutual trust. In short, munication, participation and trust will be a significant impact on staff pay administration39。s view, so as to improve the management of the salary satisfaction. （ 3） Pay the balance of internal and external balance In f