| This thesis is written against the background of Changchun Henkel restructure its salary structure to meet the need of company's fast development in face of the effect of the financial crisis. Face with the increasing levels of competition the company readjust its business strategy, extends its market at the maximum limit in effective rang, regulates its managerial structure and increase its profit at the maximum limit.The first half of the thesis introduce the theoretical knowledge which relevant to the design of salary system. The design of salary system is a kind of salary strategy with which the enterprise can ready itself in time when face up the pressure given by business and culture. The enterprise pays differently to its employee basing on different position and their different skills or capability, thus to reach the internal accordance of the salary system. In the circumstance of competition, the enterprise find its level of the competence in the labor market. At the same time, it recognizes the contribution of its employees and decides the basic salary for them according to their personal or team performance, their improvement of knowledge, experience and skills. Then it frame different performance appraisal system for them according to their different performance situation. Through this the enterprise increases the frequency of salary communication and improves the validity of the cost of the salary.In such intense market competition, what Henkel need most is definite vision and value. Under the conduct of this vision, Henkel decides its own HR strategy through making the strategic planning of business. Henkel conduct its employee's attitude and action rightly by using the HR strategy, it also enhance the competence of the enterprise itself at the same time. Changchun Henkel use the 3P design principle. 3P is a kind of salary design which pay employees due to their position, personal ability and performance. A position salary system means that what kind of poison an employee taken decides what level of his salary, this kind of operation actually achieve the expression of"To get the same pay for the same job, Also this system is more simply to operate and has low cost of management. In the procession of designing salary structure, we use the theory of Bound Band Salary System. The bound band salary system focus on finding a smart way to design salary rate amount different position in the same organization. It emphasize the number of position, the salary gap between different position and also the standard which is use to fix on the gap. A whole Bound Band Salary structure includes the quantity of the level of salary, the range of the band and the lap between the two band nearby. Bound Band Salary structure may conduct employees to care about the improvement of their personal skills and capability, and it is good for the company itself to promote company's performance and achieve the goal of its develop strategy. We use the method of market salary research to fix out the capacity of competition of our company in the labor market. Salary research is a way to judge other company's salary condition via researching the information that is gathered. Salary research can provide information such as the level of other relevant company's salary system and also the salary structure of them. We can use the result of the research to locate our level of salary compared with the opponents', thus can we restructure our salary strategy and salary standard and even the salary structure. In order to push the company developing towards its business strategic target and promote its whole performance, the design of salary structure may also contains three link chain: the design of performance target, performance management review and the utilization of performance management. Performance management is the management for each indispensable factor that is used in the process of achieving performance. It is a kind of management activity based on the company's business strategy. It encourages employees to continuous make progress on their performance and finally achieve the whole company's strategic target through establishing the strategic target, analyzing the target, performance evaluation and using the achievement of performance. At the operational level, company use SAP(a kind of management soft) manage employees'personnel information data and calculate the salary. The project of SAP is very useful to regulate the data management of employee's information, reduce the mistake of operation, decrease the quantity of the employment rate, ensure the security and the veracity of the data, and improve the working efficiency. The salary system of ChangChun Henkel Surface Technologies Co., Ltd builds the broad banding structure basic on sales marketing. In order to build this system, we consider the ability of company to compete external marketing, consider internal salary consistency. At the same time, we march the labor cost and sales rationality, Furthermore, we consider the relationship with the position, salary system, employees'individual capability and employees'working performance. Therefore, salary system can apply to marketing needs of ChangChun Henkel Surface Technologies Co., Ltd, It can meet employee self-developing needs, help company retaining talent staff. This system is using SAP management software to calculate salary. The SAP system help us reduce company's block cost and improve working efficiency, help company to get the maximize margin.The exordium part introduces the background of thesis, domestic current research situation, further developing trend and the main content of this thesis. The chapter 2 introduces the relative theoretics of salary system. It includes the strategical salary management, the fundamental principle of salary management, the questions of salary management and the salary level &salary structure. The chapter 3 introduces the current salary situation analysis of ChangChun Henkel Surface Technologies Co., Ltd The main content of this section is the brief introduction of ChangChun Henkel Surface Technologies Co., Ltd, the current salary situation of ChangChun Henkel Surface Technologies Co., Ltd, the character of salary system of ChangChun Henkel Surface Technologies Co., Ltd. The questions analysis of salary system in ChangChun Henkel Surface Technologies Co., Ltd. To establish salary system of ChangChun Henkel Surface Technologies Co., Ltd is the 4th chapter content. Such as instruction of establish salary system in ChangChun Henkel Surface Technologies Co., Ltd, the fundamental principle of establish salary system in ChangChun Henkel Surface Technologies Co., Ltd, the step of establish salary system in ChangChun Henkel Surface Technologies Co., Ltd, The design of salary system in ChangChun Henkel Surface Technologies Co., Ltd, As for the 5th chapter, we talk about comment of salary system of ChangChun Henkel Surface Technologies Co., Ltd, focus on question of implementation in salary system of ChangChun Henkel Surface Technologies Co., Ltd, the last item is implement advice of salary system of ChangChun Henkel Surface Technologies Co., Ltd. |
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