Post Value Evaluation Based Pay System Design

Market economy, globalization and integration in competitive incentive period, enterprises faced with internal and external pressures, Enterprises in the competition to win a major factor in the enterprise employees. How to recruit and retain the core staff? And play an active and proactive so that they better accomplish tasks, such is the modern human resources management core, these core mission of running through the main line is an enterprise incentive-based pay system. Incentive pay to motivate staff work actively, because the employees salary related to enterprises and individuals performance directly. This paper research is how to create jobs in value based on the evaluation of the performance pay system, by the Singapore-listed a company which engaged in the environmental investment, operation, the company registered in china—Jindi group as study object. By analyzing the performance of staff, sector performance, enterprise performance on the impact of pay, by enterprise human capital and enterprise organic combination of monetary capital, to enable enterprises to maximize the interests of the final.The paper main contents include the following aspects: at first, for the system design of the relevant theoretical and research literature outlined, and performance pay the forefront theoretical in analysis. At secondly, in order to analyze the salaries of the Jindi group's management status and the problems, through interviews and salary survey methodology access first-hand information, as the basis of information on pay reform is very important. At thirst, to major and difficult of the pay-design to analyze, combined company's human resources strategy determining remuneration strategy, develop a new remuneration package and salary structure. Finally, comprehensive analysis of the new remuneration package for the implementation of the existing problems and improve method, and reformed pay system satisfaction with the pre-reform pay system satisfaction comparative analysis, affirmed the effectiveness of pay system reform. Incentive-based pay system in the mode so that employees bring into full play the enthusiasm, initiative and creativity, reflects the value of the employees with the goal of enterprises achieving consistent.An important part of the paper is based on AHP to determine the job evaluation of the value of the weight factor, and then selected a standard reference for the post positions, other posts compared with the standard post positions set posts value. The other important part of the paper: by posts value converted to position salary and reference salary, finally, by the coefficient of performance and performance results to determine the actual salary. In order to retain and attract the best talent, Jindi group salary more than the market salary standard, and to make employees pay and performance appraisal results conform, ultimately improve the salaries of staff satisfaction, pay equity, market competition.