Redesign Of Compensation System For B Cigarette Factory

With the development of economy, the enterprises confront with unprecedented market challenges. Competitions among enterprises are in fact the competitions of talented people. Personnel resource is the most important resource in the enterprise. Enterprises now confront with the challenges on how to attract the talented people, how to inspire the talented people, how to motivate the talented people as well as how to fully motivate the whole staff's potential. Salary management is one of the most important factors in personnel resource management. The urgent problem of how to enhance nuclear competition of the enterprise is to find out a scientific and effective salary management.With China joined WTO, and the foreign cigarette factories will take part into Chinese tobacco market, the competition will be more and more furious. In order to deal with the changes of the market, Chinese cigarette factories are recombining on a large scale. As a large-scale state-owned enterprise, the former salary assignment in B cigarette factory cannot cope with the competition of the enterprise. Speeding up the reformation of the salary assignment and establish suitable salary rules is a must road to cope with market competition.In the dissertation, the author first states the background and the necessities of salary reformation in B cigarette factory. By introducing related theories on salary system in China and aboard, the author analyzed the major problems in B cigarette factory's salary system, especially the problems of internal fairness and lack of incentive effect, then puts forward salary reformation design. The design begins with building up several Post Teams: management team, professional technique team and skills operation team, the design reflects the post assignment and the number of personnel in a post as well as post duty analysis, which lays a solid foundation for salary reformation. And then, the author use the scientific method of position evaluation to design the position salary. At the same time, introduce performance appraisal system to support the performance salary, based on this, try to design a position performance salary mechanism, operable compensation system.