Design And Implementation Of SACC Salary Solution Based On Job Evaluation

The competition within Chinese manufacturing industry is getting severer everyday. All companies are fully aware of the fact that any company can only survive thecompetition with outstanding talents. Therefore, it becomes the priority of humanresource management in all companies to design and establish an attractive salarysystem.First, this essay elaborates and evaluates SACC salary system from fouraspects.PartⅠsimply presents how SACC was established and its basic background.Part Ⅱ describes the constitution of SACC employees and explains the status ofthe current salary solution.Part Ⅳ makes an analysis on the existing problems with SACC salary solution.(1) Unfair allocation reflected by different salaries being provided to employeeswith the same jobs. Since the company was established by integration of severalbodies, there are many jobs where employees with two different identities areworking with same jobs activities and similar work load. Different salary allocationsystem exit, resulted in employees working on the same jobs in the same unit whoperform their activities with different payment.(2) Lack of effective motivation, which is less recognized by employees.Through comparison, some employees are not satisfied with their material interests,assuming their values are not appreciated by the company.(3) Management is not well regulated and planned scientifically. The existenceof two separate salary systems could not make the employees see their opportunitiesfor improvements.(4) Low salary level with small gabs demonstrated among employees withdifferent jobs, abilities and performance.Part Ⅳ makes an analysis over the irrationality and restriction of the current situation with the salary system, which is not capable of serving the developmentstrategy of the company, or cannot support the implementation and realization of thecompany strategy. For the long run, it may become disbenefit to the companydevelopment, impacting on the operation, management and competitiveness of thecompany.Secondly, based on the analysis over the existing problems with the originalsalary solution in SACC, this essay elaborates the theoretical and practical foundationfor the design and implementation of a brand new salary system.In view of the theoretical foundation, it puts its focus on exposition of thedirective significance to the design of salary solution, such as theory of equity, capitalof human recourse, theory of efficiency salary, theory of motivation, etc. In view ofpractical foundation, it stresses on the premises and guarantee for the proper designand implementation of such system, namely the clear strategies of development ofSACC, powerful development trend, and good economic profit.Additionally, this essay places its emphasis on the job analysis andevaluation in SACC.PartⅠprovides the principals and system models for job analysis and evaluation,expounding the principals of strategy-orientation with basis set on the currentsituation, work, analysis, employees and openness, and creating models throughprocesses of job information collection, sorting-out and analysis and evaluation.Part Ⅱ provides the methods of job analysis and evaluation and creation of aindex system, emphasizing on the elaboration and analysis methods adopted as wellas the seven-element index system.Part Ⅲ provides job analysis and evaluation combining the actual situationthroughout such seven phases as preparation, information collection, informationprocessing, feedback verification, operation, element evaluation and job classification,which resulted in job instructions and job classification registration.Finally, this essay puts its stress again on the design and implementation ofsalary solution.PartⅠmakes analysis on the constitution of salary and salary criteria based ondifferent jobs. Part Ⅱ provides the effective measures to support the introduction andimplementation of salary solutions.Scientific and proper job analysis and evaluation methods are selected tomake analysis on the jobs in the company, based on which, and under thedirection of company development strategy, a salary solution will be designedand implemented to be highly satisfactory to the employees and competitivein the market, and will be continuously improved to create “a regulatedmanagement system with focus on human resource management”, to help inthe positive development status of the company.