| In current fierce reform and increasingly complex business environment, more and more enterprises cultivate the core ability of organization structure and gain the competitive advantages by human resources management. As the important part of human resources management, the function and influence of compensation managing has transcended the limit of human resources management and the frame of enterprises management. It has more influence on the enterprise strategy directly.The history of BSTG's compensation system developing has been growing with changes of state distribution system and experience the tortuous development process. From established in 1958 to reform and open policy start, the salary distribution mechanism has been controlled by the mandatory planning of national planning economic system, and it has no autonomous right on the salary distribution policy. BSTG has reformed the salary distribution rules while the opening of national distribution policies for enterprises. In 2003, in order to adapt to the requirements of the development of the enterprise, BSTG has perfected the stimulation mechanism and restriction mechanism of internal salary distribution, established a modern enterprise system to adapt wage income distribution system and executed the post salary according to personal contribution. Post salary system has played an important role to motivate employees in a certain historical period. With the enterprise development, post salary system does not work for the modern enterprise of fine management requirements, not have the strategic role for attracting, retaining and incentive talents of employees. And it has already become the main obstacle for enterprise approach to strategic human power management.A well-designed compensation system makes employees feel their jobs get to the fair pay with other employees who engaged in the same position, different positions or similar positions. To further enhance the level of compensation management and play the strategic role of attracting, retaining, motivating, the author designs the compensation management system of BSTG, by analyzing the experiences and current situation of BSTG's compensation system, compensation investigating and post evaluation, based on confirmation of enterprise strategy, combing structures, post setting and perfecting the post description. The new design system introduces the broadband and narrowband rank system according to the different characteristics between non-operating positions and operating positions by considering post value, staff skills, individual performance and market demand and other factors. New system design is benefit for conducing employee knowledge, enhancing skills, recognition of employee contributions to provide staff with a clear space. The increasing of salary level is not the only way for employees to promote. They can get fully development in the job promotion channel according to their expertise and interests. Also it can help employees realize the personal goals comply with the company's business development goals. To ensure the healthy functioning of the pay system to play its due role, BSTG must deal with propaganda and training, performance appraisal, career development and other aspects of the relationship, especially the old and new systems to handle interface while implementations and introduce the company's new pay system. It will be stressed the compensation system must be dynamic managed timely and maintenance to apply for the long-term sustainable development and strategic requirementsThis paper will be helpful and have the certain reference value for designing and implementing the compensation system of relative enterprises and similar industry. |
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