Xxx Highway Compensation Management Program Design

The XXX Freeway Company set up two years ago is managing only one freeway in one province presently. This freeway has already been built up and in operation. The freeway is a toll road, and this company owns in-line toll system within the whole province. Because this company was found not long ,the salary management way of it is very simple and extensive. After making investigations, I find there are nine problems in the salary system of this company. The first is that the salary design can't meet the strategic demand of the company. The second is that the salary system isn't appropriate. The third is that the salary structure is out of balance. The forth is that the grade scope is too narrow. The fifth is that the grade scope is irregular. The sixth is that there is no individual difference in salary. The seventh is that the factor of performance wages is too low. The eighth is that the way of adjusting wages is simple. The ninth is that the welfare is taken for granted .on this foundation, designing ideas to resolve those salary problems are put forward in this article. The first is to regard ability as the found of salary design and take a global view of every factor, such as post, performance and market. The second is to follow "28 principles" and put a little more emphasis upon the key employee. The third is to take the contribution rate as the foundation and consider fair principle of the average rate properly. The forth is to carry out a wide-band salary system. The fifth is to enlarge employee's risk consciousness and to integrate with the market.According to the above designing ideas, new salary management project will happen to the XXX superhighway company. The first, annual pay salary system and Compensation salary system are used in XXX Freeway Company. Annual pay salary system is adopted by the top-level managers, Compensation salary system is adopted by the middle-level managers and professionals. The second, optimizing the salary system. There are three parts: laborage, bonus and welfare. The laborage includes base pay, seniority wage and allowance. The bonus includes year-end bonus and special bonus. The welfare includes national legal welfares and company welfares. The third, all of postings in the XXX free company are brought within the orbit of career sorts. There are four career level, including top-level, middle-level, special-level and staff. The career levels display the differences among the levels. There are four career sorts, including management, professional, technical and...