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Wage systems (Traditional (Rigidities/weakness (Disparity in basic wages…

- - - - Wage ↑ based on SENIORITY = don't reflect TRUE job value
      - LONGER service = accumulate significant ↑, NOT linked to performance = disparity
      - New emp LOWER wage may perform better than LONGER service emp but get LOWER increment = unhappy & ↑ turnover
      - when senior emp reach MAX salary range = wage freeze = unhappy
    - - 13th month annual wage supplement(AWS) is CONTRACTUAL FIXED payment = emp expect to get every yr
      - ALL increment & adjustments calculated into BASIC wage & become PERMANENT part of wage = COMPOUND rate of ↑ in wage
      - Related personnel costs(OT & CPF) = further ↑ wage
    - - National wage council(NWC) make YEARLY recommendations to ↑ wage base on NATIONAL economy NOT based on industry/org performance = if make loss still need implement recommendation
      - NWC recommendation > org overall wage ↑ = org TOP UP diff
      - Org overall wage ↑ > NWC recommendation = no need ↓ wage = 1 way
- - - - intro job EVAL. scheme to determine job value
    - - DEFINE productivity & HOW to measure
      - eg. define CURRENT year wage ↑ based on PREVIOUS yr productivity
    - - Don't ↑ wage if can't
      - Don't be OVER generous during GOOD yr & can nego wage ↑ YEARLY instead FIX ↑ for CA period
    - - DEFINE profit & HOW to measure
      - Have FORMAL PA system & DEFINE criteria
    - - Have LT policies on wages & manpower = help avoid DRASTIC recruitment & retrenchment
      - eg. hire part time/contract emp to ↓ perm.
- - - - Emp haven't reach MAX salary range = get FULL salary increment [seniority + base up component]
      - Emp salary =/> max = only get base up