| Nowadays, establishment of a salary system of "domestic equity with external competitive" is priority to many enterprises in our country. In the final analysis economic competition is a competition of talented people, and is a competition of the overall quality of human resources, and also is a competition of the distribution of human resources. Human resources are the most important resources and the most powerful competitive capital of enterprises.With the advent of the knowledge economy, human resources have gradually become a strategic resource of enterprises. Human resources management has also been gradually rising from the traditional personnel management to the strategic management of the highly Nevertheless, in which a management phase, the staff salary administration has always been one of the core elements. It can be understood that if an enterprise simply rely on a good salary system, it can not necessarily to acquire competitive advantages in human resources, because material reward is not the only tool to motivate staff. But, if the enterprises do not have a good salary system, it is impossible to obtain the competitive advantages in the human resources management. As a unique way, Salary administration plays an irreplaceable role in the human resources management of the enterprise. Salary is the original impetus to the career of staff. Salary is the material source of survival and development, Salary is the expression of social status, way to achieve self-worth .Salary is the main link between staff and entrepreneurs too. it includes tangible and intangible forms, and linked the interests between enterprises and staffEnterprise exchange employees' labor with salaries, including mental and manual labor. It is the staff's price in the labor market.As the law of supply and demand decided by commodity price commodity supply and demand decisions in commodity market. Supply and demand in turn affect commodity prices. This law of supply and demand, "a hidden hand" also affects the labor market of sales personnel . The baton of the market is human price of sales personnel—salary. Salary management is an important aspect and the core content of human resources management of enterprise. Salary management model can take many forms, respectively for the different characteristics of enterprises and different types of employees. It is vital important to attract, retain, train and use talent, and motivate staff, improve the economic efficiency of enterprises and competitive advantages, according the enterprises own characteristics to choose or develop effective salary management model.At first, this article comprehensively and in-deathly analyzes the salary system status of Jilin Power Electronic Construction Company, and find out their main problems. Mainly in the following forms: the old salary system lack of competitiveness; an excessive focus on the administrative level differences; without basic and fundamental assessment system; and have no incentive mechanism that related to the performance appraisal too. On these problems, using some advanced design techniques and methods of modern human resources management system, explore and establish the new salary system that compatible with the market economy. In the process of salary system design, resulting from post assessment is the basis for the entire salary system, this paper re-assessment the employees at different positions, thus the design of the salary system more rational and more scientific. In response to the phenomenon of a number of other companies are now "only examination and not be used", this paper puts forward that performance assessment results should be fully and effectively used in the salary, and to maximize the role .The entire system design is tightly around Jilin Power Electronic Construction Company's development strategy, and make each step achieve targeted.Under the guidance of the relevant theory of salary system, research the important part of this paper—the reform of salary. Setting up rational program and system need a set of complete and regular procedures to ensure quality. Improving the salary system of Jilin Power Electronic Construction Company are constitute of 6 steps: develop companies salary principles and strategies ; job analysis and job descriptions; Evaluation of the company posts; Salary structure design; Market salary survey; Adjusted salary levels: Form a complete system of remuneration of Jilin Power Electronic Construction Company. In the basic processes finalized. We also detail investigated the management system currently which relevant to the medical enterprise of different nature, In the collation and analysis, we preliminary identified a new salary framework of Jilin Power Electronic Construction Company, according to the realities and business strategies and the future development needs. The new total salary is composted by basic wages, status wage, performance salary, bonus (percentage), communications grants and service wages.In accordance with different posts, the basic wages are divided into four grades to guarantee the minimum costs of living of the staff. In order to solve the problems in old salary system, that the salary is depended on administrative level, damage the staff's old ideas that high posts means high salaries, the sales personnel are older on average and lack vitalities. The differences between the basic wages are small than design before.Because the litter gaps between all the posts, the new status wages neither neglect the difference, nor damage the young staff's enthusiasms that have innovations and enterprises.To solve following problems, the original system of salary for examination methods simple, only consider the hard sales performance. The ultimate goal is to consider the sales performance only with the basic wages and salary roll-related, back factors, channel building, customer satisfaction, team management, and other soft targets are not in these issues. Performance salary are adjusted to identify by hard and soft targets. Hard target are made up of back-completion rate and sales completion rate, it not only encourage staff motivation, but also avoid the other short-term behavior. The soft target are made up of Market share points. Channel building score, this target solve the problem of the performance evaluation use traditional single main financial targets for the performance appraisal tool, although both monthly evaluate, but have no contact with the staff of income. Through increased market share and customer relations to emphasize the importance of market share, also reminds sales personnel in the pursuit of expanding market share, should handle the relationship between customers , thus avoiding sales personnel vicious competition caused by expand market share .The bonus (deducts a percentage) by deducts a percentage the proportion while to return to the funds actually by the same month. In the new bonus plan, deducts a percentage the proportion while actually to return to the funds directly by the same month, but was not in the original salary system while by exceeds the quota the quantity, the sale exceeds the quota deducts a percentage the disparity to enlarge, solves has done does few. does dryly goes bad the question which not obviously manifested in the assignment.The reason that increase job seniority wages and communication subsidy these two items in the new salary system is for solving the problem which the long-term drive is insufficient to staff in particular sales outlet managers and provincial level manager, detains the outstanding talented person.The new salary system has obtained the remarkable result, the performance is: At first, each post total wages all had very big enhancement. Enhanced 153.75% equally; The second, company's sales achievement had the distinct enhancement, estimated initially the whole year grew the ratio between 48—52%; The third, the double enhancement of the market coverage fraction and share, inducted the market for the following new product to lay the good foundation and the prospects for development; The Forth, staffs enthusiastic unprecedented surging upward, enterprise's cohesive force and the centripetal force big enhancement; The fifth staff's degree of satisfaction enhancement, the team sense also strengthened.After comprehensive analyzing the company's present situation, the profit ability and the company in the near future and the forward development plan with the financial department, I design the present the set of salary system. Because the company will put two new products on the market later in this year, it will increase new product the investment and lengthen the new product imperceptibly cycle if without a good market network system as the foundation safeguard, and will cause the development of the company to appear the condition which the stamina will be insufficient. Therefore, regardless of will be bases enterprise's present situation to look from enterprise's long term development goal, all will be an enterprise reform innovation opportunity and challenge, carry on the salary system reform at the right moment have the extremely vital significance. The new salary treatment leaps from the original low level to approaches the foreign capital enterprise's treatment, has stabilized the talented person, has developed the market, while attracted talented person's to enhance enterprise's competitive power, not only enhanced enterprise's well-knowingness, but also has realized enterprise's sustainable developmental strategy. |
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