Research For Pay System Design Of GD Company

GD Company is a focus on the electricity market. It is committed to provide users of enterprise information lifecycle management (Advisory, construction, implementation, operation and maintenance), electricity production, technical support services and electricity environmental protection and energy saving applications integrated high-tech solutions annual revenue of approximately billion, the rapid development of the IT companies in the northwest Territories. With the continuous expansion of the business scope and scale, the remuneration management shortcomings gradually exposed, seriously affected the normal operation of the enterprise.GD business sector are facing a serious loss of SAP consultants, the inefficient employee pay incentive loss management efforts decline as the research object. After survey and analysis, it is found that the cause of the problem is the GD for SAP’s existing pay system; salary does not consider the relative value between different positions, pay for performance is not linked to the performance of the employees, and not the implementation of the performance appraisal. Therefore, job analysis from the start, the use of interviews, questionnaires and analysis methods, to come to the job description of the post; same time on the basis of the analysis of the work, the use of "Hay job evaluation guidance Chart System related posts assessment, GD SAP consultants the post salary scale "; then designed according to the actual situation, the basic ideas and methods of the pay for performance system and assessment; finalizing a new salary system program of the GD SAP consultants.Demand is stable with the information field personal, based on the long-term development of enterprises.the company should seek forward-looking actionable design system of remuneration. Its purpose is to new pay system has both internal fairness, and shows that the performance-related, really play the effective incentive for employees.