Jx Company Pay System Redesign

With the development of the market economy, especially China entering WTO, inter-enterprise competition is hotter and hotter. The competition for getting the most talented people has become the key to any company's success. However, to win victory in the talent competition, salary system is the crux of the matter. On the basis of modern prompting theory and wage theory, reasonable salary system becomes the subject continuously explored and practiced by enterprise manager and human resources supervisor.JX Ltd is an affixed company of an airlines, taking manufacturing and maintenance of aero-group equipments. This thesis is about its compensation policy design. Its final purpose is to help JX Ltd remain relative advantage in current hot competition environment with leveraging employee's creativities, enthusiasm and initiative working attitude.It includes four parts. The first part is the brief introduction to JX Ltd and its human resource management. The second part is reference literature summary, which discusses recent domestic and international compensation theories and policies. The third part is the detail about anew design of compensation policies. The design is involved in many aspects, such as compensation ideas methods, system and structure design, etc. The focus is compensation system. That includes four parts: (1) Basic Wage, including essential standard of living and employee's vitae pay. (2) Post Pay. It is decided based on integrated information of different workstation, including work-time on this post and the title of the technical parts. (3) Bonus. Bonus is given based on the outstanding achievement of company and department and working results of one employee. (4) Allowance. Allowance consists of ground-service subsidy andespecial-post subvention. The fourth part refers to three parts: (1) The complexion which the anew project was carried to execution. (2) The evaluation of the new project. (3) The planning of amelioration.In a word, compensation system should be designed based on enterprise actual situation. Before doing that, all compensation influencing factors should be considered. We should seriously consider different factors influencing level as well as their weight ratios. We should think about the fix payroll as well as the flexible part based on people performance. We should leverage both cash and non-cash ways to energize people. It is the only right way to encourage people based on enterprises actual situation and objective rules.