The Redesigning Of The Compensation System For Jin-hai Company

Compensation management is the focus of enterprise human resource management. Compensation system design is the basis of the compensation management. Compensation distribution system design involves the vital interests of employees and is the redistribution of employee benefits. Meanwhile, compensation system design reasonable or not is also related to the company's operational efficiency, and it is the cornerstone of their own survival and development in the market economy.This paper, the five basic theory of compensation management and modern compensation design as a guide, aiming at the problems of the same post in different pay, variable pay mess and others existing in JinHai's national staff, market-oriented employment employees and new mechanism employee compensation system, according to the related requirements to the principle of compensation system design, breaking the boundaries of equal status, redesign the compensation system for JinHai company.This paper is divided into four parts, the first part is introduction, including proposing the studying problems and the main content; The second part is the overview of salary design relevant theories, firstly, describing five basic theory including the salary-related hierarchy of needs theory, double factors theory, expectations theory, the justice theory, and strengthen the theory, then describing the concept of salary and composition, factors affecting salary levels, salary system objectives and principles. The third part mainly analysis the compensation system of JinHai company present situation, including general situation of enterprise, compensation system present situation,the existing problems.The fourth part redesign compensation system; under the guidance of relevant theory, aiming at the problems of the same station with different payment in the Original compensation system, design a set of unified employment system which is based on post-salary and wage, applied to national staff, market-oriented employment employees and new mechanism employee, including pay wages, salaries, floating point allowance and five risks two gold welfare treatment, etc.This design basically solved the existing problem in salary management. It provides a constructive idea for oilfield engineering technical service company salary design.