The Design Of The Position-Performance-Payment System For Technician Of JETEN Company

In the fiercely competitive market, the enterprise intends to survive and get further prosperity and development by making and implementing strategic plan. However, strategy is a process, its effective implementation never escapes from the strategy level of human resource management, and the enterprise needs to take human resource management into consideration from a strategic angle.The writer's company was founded in 2004, with the gradual development of the company, which has overcome its hard time of the establishment period, and slowly steps into a growth stage. Simultaneously the leading product of the enterprise is nearly fixed in its patterns and categories, the marketing channel is also initially-scaled, and the development of the enterprise takes on a good trend. Subsequently, the existing issues in management are also gradually exposed. Due to the small scale of the enterprise, what was worse is that the short time of establishment, therefore, during the past process of management in the enterprise did not establish standard system and process, was completely a kind of randomly"human-controlling". The way of management still could maintain the operation of the initial phase of the enterprise. As the company stepping into the growth stage, the unsoundness of management system has become an important factor to restrict the development of the company.Therefore, the writer firstly analyzed the existing problems and current situation of the technicians in Jeten Company on the basis of analyzing the causes. Combining the professional knowledge we have learned before, to comprehend the knowledge of human resource management such as job evaluation, performance and compensation design and so on, aiming at the technicians, mainly the employees of the machining groups in technology department, and designed the technical member administration system which is based on the job qualification, performance and payment motivation to integrate a trinity mode.This paper mainly stated the research background and the meaning of the research in the introduction part, and then made a brief introduction of the main ideas and structure, pointing out the thesis used the method of balance score card, key performance indicator, strategic map in the course of research. With the development of the company, having experienced the hard time of the establishment, numerous administrative problems are gradually exposed. How to motivate the enthusiasm of the technician is the most essential and urgent problem to be solved.In the first chapter, the author mainly analyzed the current situation of technicians in the company. The major problem embodies in different qualities and slightly-strong responsibility of the technicians in the technical department, and instability in staff construction and so on. On this basis, the author made a further study on the reason of this phenomenon. Disorderly-management procedure led to indefinite responsibility. Once any accident happens, nobody would like to undertake the responsibility. The company is also lack of evaluation system, which led to hardly giving a fair evaluation to employees'performance, which is difficult to motivate superior or punish inferior. The excellent employees couldn't get motivation. The shortcomings of the company payment system in motivation which affected the ample exertion of the employee's enthusiasm, In view of this, the author made a decision to start from job evaluations, and built performance evaluation and compensation management system of the company.The second chapter to the fourth is the most significant ones in the paper, starting from job evaluation, and on this basis, designing for the performance and payment system of the Jeten Company. The design of position system on technicians and evaluation of job qualification are the foundation of performance and payment management of the company. Firstly the writer made a design for the position and position rank. On the basis of position classification, there are five different ranks according to the individual ability. Afterward, taking the five specific positions for example which belong to the series of machine manipulation, which illustrated the standard position qualifications, and on this basis the writer states the content and method of standard position qualifications evaluation. In the third chapter, it introduced the whole content of the company's performance system in detail. Firstly it depicted the strategic map, from finance, client, internal process and learning to grow point of view to describe the strategy of the company in a dynamic way, and divide the goal of the company into department, even individual by strategy map and got the performance evaluation system of the company. Thereafter, according to the process of the performance management, that is to say, the performance plan, performance coaching and supervision, performance evaluation and the performance feedback fully illustrated the process of the company's performance management, introducing the method of performance evaluation typically.The fourth chapter mainly deals with the design of the payment system. On the basis of job evaluation and performance management system, it made a redesign on the structure of payment of the company. This system was mainly based on the position grade and position rank of the employees, and related with the performance of the employees, which both highlighted the individual performance and paid more attention to the team cooperation. The new way broke the situation of evenness in the company which was basically depicted as the former situation, which is, do more, and do less are the same, and do well or do bad are also the same. This is attributed to motivate the superior and spur on the inferior, promote the improvement of the performance of the whole organization.Since now, Jeten Company has finished all its designs on the job qualification evaluation, employees'performance and payment system. At the end of this paper, the author simply introduced the effects since the company operated, such as accident occurrence rate, the different degrees degradation of the consumption of knives in product-making. In addition, in the conclusion part of the paper, the author also gave some specific advice and suggestions for other company's construction on this system.In conclusion, Jeten depended on good development opportunity and constant technique innovation, who overcame numerous difficulties since it was founded. The company gets good development. However, in order to maintain the constant increasing trend, the managers of the company not only has strategic vision but also keep clear mind timely, and correct the disadvantages and solve existing problems of the administration in its self-development, and actively and positively find solutions. The technician's payments management based on job qualification evaluation and construction of the payment system must be a milestone on the development road of the company, which will lay a good foundation for the improvement of the management ability and constant development in the future.