Research On Broad-banding Compensation Of A Company’s Administrative Staff

Along with the development of global economic integration, the market economy systemunceasingly thorough, enterprise market competition more and more incentive, talent whichis a kind of important and scarce enterprise resources becomes the focus of competition.Therefore, how to carry out the effective human resource management to introduce talents,incentive talents and keep talents became the problem faced by every enterprise.Undoubtedly,salary is one of incentive means which are the most attractive for talents inthe enterprise all kinds of human resources management tools.The salary level plays aimportant role In the enterprise of talents for the process. However, in the traditional salarysystem, salary is always match with the administrative status or administrative levels.thatmeans,the higher the position, the higher salary. However, with the development of theenterprise structure flating, the administrative levels becomes less and less,the number ofhigh administrative position is quite limited，so it’s difficult for the traditional salary systemto play an effective incentive effect.This paper case enterprise——A company have recognized A series of problems of herown traditional compensation system：first of all, in the aspect of salary level，A lack of clearsalary strategy and external market research, there is no basis to determine the level of salary,also can’t highlight the importance of the key positions. Second, there are many salarylevels,the difference between the salary level is small, and each post only correspond to asalary level, which lead to the employees raise wages level only pay attention to through the"promotion" instead of ignoring skills, improving the performance. The promotion wagegrows small so that it lack of incentive. The system hinder staff job rotation, go against thedevelopment of the employees. The features of traditional salary have contributed to thesalary system couldn’t keep up with the pace of the development of the industry andmarket,can’t perform its salary motivate.Base on the above, this article analyzes the problem existed in the current company Asalary system,and according to the related theory and incentive management tool, introducedconcept of "broadband salary", redesigned the salary system to adapt to the development ofthe company. In the course of the study of broadband salary, unifies the related theory andmanagement tools, to research the post value evaluation model and office ability evaluationmodel. combining the characteristics of the organization and the actual situation, constructed the salary level structure type of "low post run quick in small step,high post stride trotting",and through the dividing the work sequence, redesigned the structure of salary scale of eachsequence,constructed reasonable broadband compensation for A company’s administrativestaff.Through this paper’s research on broadband salary of A company authorities managementstaff, fundamentally, guide staff to desalinate the idea "salary growth only promotion",to payattention to oneself through the way such as performance, skills to improve the level ofsalary. Thereby, make compensation play a role in a large extent incentive effect, strengthenand perfect the mechanism of company worker, reduce loss of core talents, and enhance theenterprise’s core competitiveness and sustainable development ability.It also have certain reference significance for organization which similar to company A,when it introduce of "broadband salary" idea to establish job value evaluation, job evaluationsystem, reasonable ability of the structure of salary level.