Design Salary System And Forecast Its Impression For HQ Corporation

Objective: To investigate and analyze the salary management actuality and subsistent problem in the HQ corporation. Redesign salary for the posts and forecast the new salary project's implement effect.Methods: (1) Data collection: several methods were used in data collection including questionnaire study and in-depth interview. (2) Data analysis: quantitative data analysis approach with EpiData 3.0, Microsoft excel 2003 and SPSS for windows 10.0 . Qualitative approach with the tape data to recruit the quantitative's deficiency.Results: In the course of investigate for the staff'salary contentment, it was found that the employee's main earning was post wage and performance wage. There was not monthly prize. Only 3.78% governor can get year prize. There were 62.47% people thought their pay out and gained disproportion. In"your salary whether reflect your post point"there was 52.49% skilled worker denotation discontentment. In"your salary whether reflect your outstanding achievement"there was 56.78% skilled worker expression contentment. 54.21% salespeople was satisfaction, but there was 43.32% governor discontentment. In"your salary whether reflect your capability"there was 42.77% skilled worker denotation contentment. But only few salespeople and governor expressed contentment, the percentum was 15.41% and 20.01%. There was 59.01% people thought what the corporation exacted amelioration was perfection the examination system for the corporation.Conclutions: According to the actuality of the HQ corporation, in the corporation's speediness pullulation time when you established the salary policy you should consider its inspirit function. In this moment the salary, bonus, long time pay and the level of welfare were quit high. It went against the corporation's development. Because the firm did not think much of long or short time inspirit. HQ corporation put performance pay and station pay into practice stressed employee's short time inspirit. But year bonus, community plan as a whole safety, melon and so on were only a few governor would enjoy it. In this admeasure way, the staff just pay attention to their personal labor performance. So it made against employee's team spirit and fosteraged employee's standard creed ideology. Relative to other firm, HQ corporation owned upper salary. But this only acquit the absolute value. Inside company the post especially the management position the salary gap small. The difference was not settled by the job character. It certained by their department performance. So it can not remove their enthusiasm. The matter power and genius power did not combine perfectly. This hit some people's enthusiasm. So it need to redesign the existing salary system.