Changchun Tire Co.Ltd Technology Personnel Compensation Motivation System Design

Now,in the automobile market,the demand is various and the technology is renewed ceaselessly. As the component and part supplier of the automobile making enterprise, the product development ability of the tire making factory has become its core competition. Because the time is one of safe parts in the automobile, it's technology contents is also extraordinary height. So, in tire enterprise technician's overall situation has decided this enterprise's competition.At present, there have been more than 300 meridian tire manufacturing enterprises in the homeland. But there were only several tens. Now a lot of large-scale abroad tire making merchant set up single-owner investment or joint investment factory. In these tire making enterprises, scrambling war of all kinds technology talented person in the homeland is more and more fierce. But in this technology talented person war of scramble, a lot of enterprises regard salary payment as an important chip. To attract and stay talented person, the enterprises must build a set of the perfect salary payment incentive system perfect is especially important.In this book, the salary of CL's technician is regarded as studying object. The primo, introduce a sum on business background, current situation and strategic objective of CL. And detailedly set forth characteristic of CL's technician, need characteristic and now available salary payment system. And on this basis, analysis the problem and cause of CL salary fulfils system.Finally, on the basis use and referent home and abroad the same kind enterprise technician salary payment incentive system and redesign the salary incentive system of CL's technician and salary scale system. There are five marks of chapter in total thesis.The first chapters introduced the background of enterprise and system changing and analyzed current situation and strategic objective of CL.Second chapters have brought forward salary payment system problem of now available CL technician. Have analyzed characteristic, position and significance of technician of CL; Have analyzed CL technician need condition. And then, salary of now available technician payment current situation has brought forward problem and their cause.The salary of CL technician payment system has the following aspect's problem:First, company overall salary payment structure is unreasonable. It can not embody importance and core employee role position.Second, the salary payment level is not in reason. Both be short of inside equality and be short of outside competition.Third, related law to salary payment system is not perfect. To how to ascertaining technician salary payment money, what standard contributing , how to embodying equality to ascertain , how to check , how to adjust , how to stimulate , how to appraise a technician's and so on. These do not make up of associative every system each other.At last, salary payment system is short of prospectivity. Overall strategy and human resources strategy do not mate with each other.Third chapters have set forth home and abroad the same kind enterprise technician salary payment incentive system. Have formed overall salary payment, difference salary payment, strategy salary payment concept.In the fourth chapters, salary payment system of technician of company is redesigned. Salary payment policy is inside compatibility, outside competition, employee contribution and salary payment management. Salary payment target is the support strategy, impartial, legal. Afterwards, the leading salary payment horizon was prescribed. To embody the position of technician as core employee in developing in enterprise, proportion of CL technician salary should be increased in the general salary. With technician's ability, creates the salary system of one's own. Different position correspond to the unlike paying scale. This pay scale is the base wages of a technician. On the basis of analytical valuation of post job and according to the outside marketplace analyses and investigation, have ascertained the different pay scale for the different post technician with the ability level. The difference of salary system is embodied. And by increasing salary payment's step, the space of elasticity is enhanced. At the same time, based on the correlativity of the working content and enterprise target, designed key performance index of the unlike technician post, and a technician's performance salary have been designed on this.In the fifth chapters, salary payment system measurement system is designed. Suggested that the technology person compensation range exception parameter, technician salary cost parameter, technician change salary payment percentage and technician running off rate etc. At the same time, an inquiring plan about technician salary payment degree of satisfaction is set forth. Thereby be able to carry out supervisory control on new salary payment system operation effect and value and measure on purpose, to ensure that technician salary payment system is able to be adjusted to the fierce environment of competition changing unceasingly.To sum up, the technician is the core employee of enterprise, they have the irreplaceable position and effect to development of enterprise and target realization. The CL wants to gain firm footing in fierce marketplace competition and realize enterprise's strategy, they must build up the salary payment incentive system. The main body of a book analyzed technician relevance factor in two aspects in enterprise, redesigned a set of the salary payment incentive system having the difference, alterability and flexible technician. Since my level sum ability is limited, existence hard to avoid perfect and not arrive at place of place, but nevertheless, I had better hoped that this salary payment incentive system produces the effect stimulating really to the technician from the bottom of self's heart , thereby, improves their entire achievement effect , realizes enterprise and technician common development.