許多企業總管花了很多時間建立薪資制度，但是不論是資 深員工還是新進員工，都抱怨連天，甚至引起嚴重的管理問題。到底是因為什么？美國斯坦福大學菲佛近期發表文章認為：這是因為許多人不了解薪資，落入了陷阱。他進一步指出企業常犯的六大薪資錯誤。

Many managers spend a lot of time to establish the salary system, but both senior employees and new employees complain about it, and even cause serious management problems. What's the reason? According to a recent article published by Stanford University, many people fall into the trap because they don't know about salary. He further pointed out six common salary mistakes made by enterprises.

誤區一：勞動成本占相當大的比重

Mistake 1: labor cost accounts for a large proportion

雖然在某些情況下，的確如此，但是勞工成本在總成本中的比重，會因為產業與企業不同，而有很大的差異，可是許多經理卻認為勞工成本是大支出。其實勞工成本只是眾多成本項目中，能立即調整的項目而已。

Although it is true in some cases, the proportion of labor cost in the total cost will vary greatly because of the difference between industries and enterprises. However, many managers think that labor cost is a big expenditure. In fact, labor cost is just one of the many cost items that can be adjusted immediately.

誤區二：勞動成本不等于員工工資

Mistake 2: labor cost is not equal to employee's salary

勞工工資是勞工薪資總數除以工作時間。勞工成本則要考慮生產力，也就是企業付給員工的薪資，換得多少產出。如果將勞工工資與勞工成本看成同一件事，將會導致許多管理上的錯誤。

Labor wage is the total labor wage divided by working hours. Labor cost should consider productivity, that is, how much output the enterprise pays its employees. If we regard labor wage and labor cost as the same thing, it will lead to many management mistakes.

誤區三：削減勞動成本只需要降低員工每小時的工資即可

Mistake 3: to reduce labor costs, we only need to reduce the hourly wages of employees

其實，勞工成本是包含薪資與生產力兩項因素的函數關系，如果要降低成本，就要同時考慮這兩個因素。不過，通常降低勞工工資，反而會導致勞工成本上升。

In fact, labor cost is a function of salary and productivity. If we want to reduce the cost, we should consider these two factors at the same time. However, generally lower wages will lead to higher labor costs.
               

誤區四：針對個人表現給予適當獎勵

Mistake 4: give appropriate rewards for individual performance

許多研究顯示，用給予個人獎勵這樣的方式，提高員工業績并不是有效的方法。因為針對個人表現給予適當獎勵這樣的獎勵方式反而會傷害團隊表現、鼓勵短期目標，甚至導致大家覺得薪資與表現無關，而是跟個人關系與逢迎拍馬有關。

Many studies have shown that it is not an effective way to improve employee performance by giving individual rewards. Because giving appropriate rewards for individual performance will hurt team performance, encourage short-term goals, and even lead people to think that salary has nothing to do with performance, but has something to do with personal relationship and flattery.

誤區五：有效且持久的利器是降低勞動成本

Myth 5: the effective and lasting weapon is to reduce labor costs

其實降低勞工成本是不可靠、不能持久的競爭方式。相較之下，提升品質、加強服務、改進產品與流程，創新、科技領 先，都是競爭對手更難模仿、更難超越的競爭手段。

In fact, reducing labor costs is an unreliable and unsustainable way of competition. In contrast, improving quality, strengthening service, improving products and processes, innovation and leading technology are more difficult for competitors to imitate and surpass.

誤區六：沒薪水誰會干

Myth 6: who will do without salary

有勞動就得有酬金，沒薪水的工作員工是不干的。員工工作當然是要獲得報酬，但是在利益的報酬外，還需要從工作中得到生命的意義與興趣。企業如果不了解這一點，支付員工薪資就像賄賂員工，雖然有付出，但是得不到忠心與向心力。

If there is work, there must be remuneration. Employees without salary will not do it. Of course, employees work to get paid, but in addition to benefits, they also need to get the meaning and interest of life from work. If enterprises don't understand this, paying employees' salaries is like bribing employees. Although they pay, they can't get loyalty and centripetal force.

了解這六大誤區后，企業應該怎樣建立好的薪資獎勵制度有了眉目：首先要從區分勞工工資與勞工成本著手。要了解影響企業競爭力的是勞工成本，而不是勞工工資。而且勞工成本可以不是總成本中比重很大的項目。除此之外，企業管理者也要了解，薪資與獎勵只是許多管理工具之一，企業管理者完全可以運用其他工具，提升向心力、團隊合作業績。

After understanding these six misunderstandings, how to establish a good salary reward system for enterprises has an eye: first of all, we should start from the distinction between labor wages and labor costs. We should understand that it is labor costs, not labor wages, that affect the competitiveness of enterprises. Moreover, the labor cost may not be a large proportion of the total cost. In addition, enterprise managers should also understand that salary and reward are just one of many management tools. Enterprise managers can use other tools to improve centripetal force and team cooperation performance.