The Compensation System Redesign And Research Of State-owned Building Materials Company

With the continuous development of market economy, in order to make the maximum profit for the enterprise and play to the staffs working enthusiasm, many state-owned enterprises to reform. In the transition of enterprise, will face a lot of problems. In order to make a smooth transition of reform, must in the management of human resources, especially the salary adjustments and perfection, mainly for the salary structure and distribution mode. Establishing a scientific and reasonable salary system, to enable enterprises to adapt to the modern enterprise system.Payroll management is a modern human resources management of the core content, the incentive is not to be ignored, rational and effective pay system not only effective initiatives and initiatives to encourage employees to achieve organizational goals, improve organizational efficiency and enables it to intense talent competition to attract and retain a team of qualified and competitive workforce. Since the reform and opening up, China’s now accounts of the State-owned enterprises in the design of the salary management system and is not very efficient, their incentive is not too embarrassing, and to some extent prevented staff initiative, the impact of the business, and Enterprise survival, stability and development.This article is intended to pass through the GN company pay management analysis, the summary of GN company salary system problems, including salary system don’t combine with the strategic goal, promotion channels for a single employee’s salary, lack of fair compensation design principles and the principle of competition and lack of transparency compensation system, and salary of the pay system design theory and basic principles of design, the GN salary management system re-design. First, the company investigated the status quo, a clear remuneration strategy, followed by a detailed description of the contents of job analysis, methods, processes and results, re-setting the GN post. Re-evaluation provides an overview of the job, illustrates the company’s remuneration GN grading method, the final analysis of the salary survey. This article focuses on analysis of the salary structure design, including a fixed salary structure design, the design of pay for performance pay and benefits design. Through the pay system redesign, so that employees of a fixed salary, performance pay and other remuneration and benefits have improved and enhanced, can effectively motivate and retain talent for the enterprise, to promote the survival, stability and development.