Research On Sinopec Salary System Of Baoding Branch

The salary question is always the most sensitive question in the business management, the salary system plays the role receives more and more attention, which is regarded as an impels the enterprise to realize a strategic target powerful tool. How to cause the salary system which the company implements to get up drove that the staff and the enhancement organization achievements' goal, which is the enterprise superintendents needs to make the matter of concern.This article through the massive collection enterprise restricted data, the interview and the investigation way grasps first-hand material about the enterprise salary management. This article proposes a set suit in th enterprise development salary management pattern and the type of distribution which bases on the analysis present enterprise salary management present situation's foundation and utilizes studies the salary management theory and takes the minimum wage theory, the wage differential theory, the fair theory and so on as the rationale. This article proposes this kind salary pattern design main point:First, established by the post wages base pay system primarily causes staffs wage income with its post responsibility, the work achievements suspension hook; Second, to carry on the difference analysis according to the post characteristic and the function responsibility suits various levels personnel's salary pattern to carry on the discussion, and to design different level post personnel's salary structure, like the yearly salary pattern making type to the middle management post, the inspection wages for the auxiliary salary pattern. According to the different post and the work load size, it implements unites the gauge to respond with a poem the multiple wages pattern. The overall design goal is to reflect the level of the gap, based on close contact with the performance appraisal to achieve both fully stimulate the enthusiasm of the staff, and it was relatively fair and satisfactory, and ultimately to pay to play a security role at the same time, staff incentive to play better and retain key personnel objectives and outcomes.