| Along with the modern enterprise organization change and development, staff motivation, career development staff access, traditional pay system have been put to great challenges. Against this backdrop, the broadband pay came into being, fully embodies a flexible, dynamic human resources incentive mechanism to pay from a job-oriented model to the people, functions, performance-oriented direction.TongHua Steel Co., Ltd. of JiLin Province is a joint venture of provincially-owned large iron and steel, which is the largest subsidiary of TongHua Steel Group and the core of enterprises, existing staff 13599 people. It occupies an important position in State-owned enterprises in JiLin province. As other state-owned enterprises, the pay systems of Steel Co. exist Gaps small, non-overlapping pieces, stimulants such issues as weak, with the restructuring and reorganizing of state-owned enterprises completed Flat management strategies established, salary management system such defects become more and more obvious to others, the lack of fairness, not external competitiveness, the impact of the movement of personnel and staff enthusiasm for work. In October 2005, with steel-Group and the construction of Private Enterprise Group of the completion of restructuring, reform of the system of remuneration also put on the agenda. This article introduce broadband pay concept, the steel-stock company pay management system has been redesigned, and its implementation as defined conditions, its effect was evaluated and made recommendations for improvement. Further fill the management of state-owned enterprises broadband theoretically pay gap, but after the reform of state-owned enterprises pay the building management system with universal learn.This article altogether is divided six parts: 1st, the introduction,2, passes the steel limited liability company salary management present situation, 3, passes the steel limited liability company to introduce the wide band salary pattern the necessity, 4, passes the steel limited liability company wide band salary plan design, 5,passes the steel limited liability company wide band salary application. Finally is the conclusion which this article obtains.The first part of introduction mainly introduced the selected topic background, the selected topic significance, the research technique and need to solve question. Jilin Province carries on the resolute reform to the state-owned enterprise, the salary system reform is the state-owned enterprise changes the system in the topic to be supposed to have righteousness. Passes the steel stock achievement to change the system one of enterprises, conducts the research to its salary plan, without doubt has the universal model significance. This article applies the main theory and the research technique are the fair theory, the wide band salary theory, the position appraisal law and soon, has utilized the human resources management, the organization behavior study, the strategic management and so on the multi- gates discipline knowledge. Uses the investigation and study the way, analyzes this company old salary system the question, how the research wide band salary system designs the application in this company the question.The second part passes the steel limited liability company salary management present situation. Introduced passes the steel stock the basic survey, the organizational structure system, has analyzed the human resources condition, finally introduced the original salary system with emphasis. Passes the steel stock original implementations the hillock firewood system. By the post (duty) salary, seniority wages, the economically beneficial wage three units constitute. Since in 1999 has implemented, has obtained the tangible effect, this company's benefit and the staff receive the remarkable promotion. But, is unceasingly thorough along with the reform, the flat organizational structure system establishment consummation, the hillock fire wood system also exposes some questions: One, the establishment hillock level are many. Achieved 13 hillocks levels, cause the staff to concentrate the attention in the adjustment rank wages but must pay great attention to own skill the enhancement. Two, in the hillock firewood standard establishment, between the hillock and the hillock grading as well as the post scale disparity excessively is small. Three is staff's professional profession development path is narrow. The neighboring rank wages not overlap part, must want to increase the income, only have the duty to promote this road. Four is staff's post achievement and income connection is worse. Five is comes apart with the market. Six, carries out the hillock firewood system to need the fund is undertakes together by the enterprise and staff individual, in the partial old staff heart is not balanced. Thus it can be seen that further consummates to the salary system is the enterprise reform development request.The third part is passes the steel limited liability company to introduce the wide band salary pattern the necessity. First introduced the salary basic meaning, the salary management four basic functions, the effective salary management characteristic, then introduced the wide band salary basic connotation, pointed out it to solves the Chinese enterprise original salary system malpractice to have the model function. Then analyzed has passed the steel limited liability company to introduce the wide band salary pattern the significance. Pointed out the wide band salary pattern can solve the original hillock firewood system existence insufficiency, can support passes the steel flat strategy management organization system the establishment, promotes the staff to take individual skill the growth and the ability enhancement, is advantageous to passes the steel pipe principle personnel as well as the human resources specialist's role transformation, is advantageous takes turns to the staff position, can closely coordinate in the labor market the supply and demand change, is advantageous to promotes staff's work achievements. The fourth part passes the steel limited liability company wide band salary plan design. This is the full text key point.First introduced passes the steel joint stock company wide band salary plan the mentality, the principle, the connotation. Passes the steel joint-stock company wide band salary plan design the mentality: Persists the humanist idea; Take the enterprise strategy development goal as the guidance; Take the market value of labor as the foundation; Innovates the drive mechanism, straightens out the assignment relations is the content; Take realizes the enterprise interior human resources reasonable disposition as the core; Enhances the artificial cost to put into production the benefit, large scale enhances the labor productivity and unceasingly enhances staff wages is the goal; Diligently constructs has the profession competitive ability the salary assignment system, and causes it scientific style, the standardization. Next, introduced the wide band salary design main flow, including five steps: 1st, according to the enterprise strategy, the profession competition situation and enterprise's development characteristic formulation suits the salary strategy which needs to the enterprise.2nd, organizes internal post analysis and the post appraisal. 3rd, perfect salary investigation. 4th, definite salary structure. 5th,salary adjustment and control.Once more, according to the design flow, has formed the design proposal, including salary structural design and salary system content design. Passes the steel stock wide band salary system including the wide band post salary, the benefit salary, the allowance, the welfare four units. According to the joint-stock company staff post constitution reality, the wide band post salary establishment management, the technology (administration) and operates three sequences standards. The management sequence wide band salary standard sets up 4 wide bands sectors. Each wide band sector division is 11salaries ranks. The technology (administration) the sequence wide band salary standard sets up 5 wide bands sectors. Each wide band sector division is 11 salaries ranks. The operation sequence wide band salary standard sets up 9 wide bands sectors. Each wide band sector division is 11 salaries ranks. The salary system content design after the staff wide band post salary standard determination, the present each wages treatment wrap enters the wide band salary standard the stipulation, the working overtime salary determination, the new participation work staff wide band salary standard determination, the staff post change determined the wide band salary standard, the staff are punished and in the peculiar circumstance the wide band salary standard, the salary leveling altogether seven parts.Finally analyzed has passed the steel stock salary system six characteristics.The fifth part is the wide band salary plan application. Introduced the new salary system application condition, needs to pay attention question and application effect appraisal. How passes the steel stock wide band salary system to implement for a year effect? This article mainly carries on the appraisal from two aspects: One is the corporate growth achievement. Another is the staff degree of satisfaction. The author has designed a set of accents questioning volume, has carried on the sample investigation to the staff. Draws the comprehensive conclusion from above two aspects: Passes the steel stock the wideband salary system effect good, the enterprise benefit remarkable promotion, the staff quite is generally satisfied. Finally, the article has pointed out the salary system deficiency: One is a staff did not understand. Two is the achievements system of examining and assessment must further land on feet. Three is the flat organizational structure is imperfect. Four is the wide band salary system causes the promotion to change difficultly. And had pointed put forward the improvement proposal.Finally the part is five conclusions which this article obtains. |
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