Yellow Cigarette Factory Pay System Improvements

The article finds out questions ang insufficiency about compensation system of Yellow River Cigarette Factory, and put forward the improvement proposal according to morden compensation adminisitrative theory and method, based on careful alynasis and study .Yellow River Cigarette Factory adopts the post-benefit wage system, which mainly is composed of two main parts, post wage and benefit wage. The post wage is relatively stable, but the benefit wage fluctuates, through which the role of encouragement in enterprise management is fulfilled. Yellow River cigarette factory classifies the enterprise staffs into three main kinds, named the management staff, the marketing staff and the product staff according to the features of their post. And three sets of different compensation assignment plan have been designed respectively. The quality rank piecework wage system which means wage depends on the key performance indication, such as output, quality and so on, was carried out in the production workshop. 5 big performance indications including The sales income are designed for the marketing members and determine distribution of the benefit wage according to the result inspected .The staff of the management class simply adopts the method about the benefit wage assignment to ride by coefficient. The prominent contribution bonus is a innovation spot in compensation management practice of Yellow River Cigarette Factory in recently years, which arouse staff's work enthusiasm to promote enterprise development through expanding the essential post and the ordinary post staff's income assignment disparity.With the change of the overall market environment, many places of compensation system of Yellow River Cigarette Factory do not adapt to the realistic situation. The compensation assignment exists some phenomenon, equalitarianism, workers getting more wage than the others , as well as the unreasonable income grading and so on. The compensation assignment of administrative personnel can not incarnate the relative difference of post value between the different posts and the identical post interior work value difference, the performance inspection and the compensation are separated;Quality wage disengages from the output in the production workshop, so it can not incarnate the assignment principle more pays more gains; it is not considered to the differences of sale income absolute value between the different selling areas , The bigger selling area the bigger contribution. It still can not incarnate the compensation assignment principle; The prominent contribution bonus, a new emerging things which can be disputed whether its assignment plan or assignment result, must be further thoroughly discussed. The article also put forward the improvement proposal about the insufficiency. A set of system for post evaluated and tested was redesigned to improve administrative personnel's performance. Based on the post evaluation, the compensation standard for various posts is determined ;To solve the existence problem better, it blends the quality wages in production workshop organically to the piecework wage to cause the quality wages and the output linkage ;To the marketing personnel's inspection, under the precondition that the compensation distribution plan keeps steady, it connects absolute growth of the sales income to the reward. The assignment of prominent contribution bonus, on the one hand it needs to strengthen the enterprise culture construction, further to transforms the staff idea, on the other hand it must constitute the assignment plan more scientific, and more reasonable, further to enhances the transparency the compensation assignment.