| The salary issue is the key topic of human resources management. It is a urgent task for the enterprises to reform and complete the salary system.By analysing background and current situation of strategic development of Lianyuan Iron&Steel Group, Ltd.(Hereinafter as "Liangang"), the paper aims to propose a salary system according to modern salary and performance theory. We can arouse staff's enthusiasm and potential, improve enterprise's performance to strengthen the nucleus competitive of enterprise by the use of advanced salary system. This system also can be the reference for steel enterprises in our country and many other traditional state-owned enterprises.Based on the advanced salary management theory and by referring some successful experience of enterprises at home and abroad, the paper analyses the malpractice of primary salary system in Liangang in accordance with the principle of the relationship of theory to practice.The paper gives a new salary system——second-level distributing salarysystem, which links to the performance the staff give in the post.The head company controls the salary distribution of first-level staff by examining the whole performance of second-level units, then the second-level units distribute the salaries basing on the positions and performance of staff in the collective. In the design of post performance salary, much energy should be given to strengthen the post management.Based on the evaluation and arrangement of overall posts, we give post sequences and distribute them into accordingly modulus. In the new salary system, the staff's salary is composed of post salary > performance salary >. length of service bonus and allowance. In the performance examination, Liangang builds performance examine system faced to entire staff, breaks down the enterprise target into departments and individuals, and combine the collective performance examination to individual performance examination. They give powerful basis for distributing post performance salary. |
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