Design Of Salary System Of ZS Trading Co

Scientific and reasonable salary management system, is one of the key point of enterprise human resources management, also is most can manifest the key humanization management, the key to competitive advantage of supporting enterprise better place. With the continuous change of the market environment and the increasingly fierce competition, one of the most important factors for the rapid growth of the enterprise is a valuable employee, and to attract, retain, develop valuable employees the most important point is that a scientific and effective compensation system. Through the rational design of the salary system and the management system, to make it more scientific and reasonable, to ensure that the company’s long-term have excellent staff, retain talent and attracting high-quality personnel for the company, at the same time to ensure the overall ascension can promote the personal and organizational performance in organizational management company of Achieve Inc, strategic objectives, a company must focus on in the compensation system and management system. ZJ engineering company is the only one set of highway construction general contracting premium, port and waterway and municipal public works construction general contracting qualification in a large-scale back bone enterprises, is a financial design, construction, scientific research, capital operation in one, to Luqiao, port, railway, municipal engineering construction as the main business, "civil", diversification of large construction enterprises.This paper studies on the ZS Trading CO., Ltd as the research object, studied its salary system. First of all, the salary and salary system design reviews relevant theories, from the relevant theoretical research results, the ZS Trading CO., Ltd organizational structure, corporate culture, human resource situation are introduced, the company’s salary level salary structure, welfare is reviewed, and then using the method of questionnaire, on the staff salary satisfaction surveys, analysis of the existing salary issues, mainly includes:fixed wage level of enterprise sales staff is low,the lack of a sense of security, lack of internal fairness, compensation, the work enthusiasm, frustration and lack of scientific performance appraisal model, compensation management pay less attention to the inherent demand of employees, salary system and enterprise strategy of decoupling. However, to solve these problems, redesigns the salary system for the company, the company is divided into non sales staff and sales staff were salary design, the non sales staff including:basic wage, post wage, bonus, allowance, full attendance award (including car allowance, communication allowance and housing allowance) pay, year-end bonus, and each part has been redesigned; sales personnel with the annual salary system, according to the actual sales amount multiplied by the conversion rate multiplied by the corresponding percentage calculation of annual salary, usually according to the position at the end of pre monthly wages, clearing balance. Finally, in order to the new salary system guarantee the smooth implementation of ZS Trading CO., Ltd, and put forward the guarantee measures, including:pay attention to internal demand, staff salary management theory, pay attention to operators shift compensation communication, set up a monitoring system to promote and optimize the implementation of compensation scheme.