Design For Compensation System Of QRS Company's Network

The compensation design is not only an important component of morden compensation management system but also the key aspect of human resources development and management, which play a role that can not be ignored as for enhancing the competitiveness of enterprises. Therefore each enterprise should design a suitable compensation system which is fair and competitive and is in line with their organizational strategy.With the rapid development of the media business, domestic press is exploring the industrialization, the natural meaning of which is to create the new profit point through the integration of advantageous resources (e.g. news, delivery network, etc). From the aspect of industrialization, newspaper distribution with characteristic of logistics has become the new profit point of press alone with advertisement, and delivery as the core job is more important than others. It has become the main subject of distribution company or organization, as how to encourage the team and enhance enterprise competitiveness and benefits through the use of compensation system. However, the current situation shows that there is no sophisticated or reference compensation system we can learn from or refer to.QRS Company is one of the four distribution companies with representatives of industry in Jinan, and the distribution networks are its base. In the current situation, the compensation system of distribution networks can not match the company's strategy, and restrict development. According to the questionnaire designed for employee, there are many problem exist in system, such as the pay level is low, part of job responsibilities is unknown, more redundancy, the pay structure is irrational, performance-based pay is not clear, etc. In this paper, based on extensive investigations, data collection, the theories of human resource management, compensation management, incentive, the experience from other company, and the strategy, the original compensation system has been improved. In the course of design, first of all, descript job content and arranging the value of the job by using the method of compensable factors; secondly, determining the pay policy line through investigating industry level; thirdly, adjusting the unit proportion of compensation through the analytic hierarchy process(AHP) and pay grade consulted the Post-Performance Salary System; finally, in accordance with the actual delivery of front-line employees, improving the performance-based pay and making it more suitable for the industry characteristics.The compensation system of distribution networks which is dynamic should be adjusted promptly in practice so as to maintain the vitality. The author hopes that the study be valuable for distribution industry.