| As for an enterprise, salary system is a “Double-edged” sword, if used properly,it can attract, maintain and motivate talents, increase input and output efficiency ofhuman capitals, improve profit of enterprise; if not, it might bring crisis to enterprise.Salary level shall be reasonable, it cannot be too high or too low, if too high, cost ofenterprise will definitely be added, profit will be reduced; whereas if too low,competitive ability of enterprise will be lost and talents cannot be attracted,maintained and motivated. Establishing scientific, reasonable salary system andadministration system could make the enterprise to be with a certain advantages inaspect of survival, development and competition. Therefore what kind of salarysystem means scientific and reasonable, how can we work out reasonable salarystructure, how can we regulate the salary level weak of competitive ability, they areimportant contents for human resource management. This paper analyzes developing status of Jihang company in recent years andoriginal situation of salary system, especially expatiates the malpractice of currentsalary system, and draws a conclusion that the regulation of salary system has alreadybecome a urgent task for administration and development of human resources, and itredesigns the salary system and regulates the salary program.Firstly, in accordance with actual situation of the company, it adopts paperinvestigation and interview etc combined method to investigate the salary, conclusionis that: the satisfactory degree of employees relative to their salary is very low,salaries of engineers and technicians and the personnel in high educational level shallbe kept ahead and it also analyzes mode and function of salary, preliminarily makessure the research route for salary system of Jihang company, sets up the target andfunction of salary regulation.Secondly, it analyzes the current salary system, finds out the concretedeficiencies, and establishes a basis for redesigning of salary system and regulation ofsalary program.Thirdly, in accordance with features and current status of Jihang company and target of salary system design, it redesigns the salary system and makes its structureto be reasonable, setup to be scientific, it also gives consideration to guarantee andmotivate function, strategy of serving the enterprise. It also analyzes the difficultiesfor designing of salary system mainly as follows: it’s difficult to increase differenceof salary, program of reforming salary system is complicated, decision is very hard;support standard of salary system isn’t perfect; the “hard, tired and bad” conceptformed by original salary system is difficult to be changed. Meanwhile in order tomake salary system to be with scientific and reasonable support basis and effectiveexecution guarantee, current posts shall be checked, analyzed and evaluated.Establish evaluation index system which is suitable for Jihang company, evaluate andsort order against the posts of administrative, technical, skilled personnel as perresponsibility knowledge skill, post property and working environment, in accordancewith ordering result to provide basis for designing of post salary. In accordance withactual situation of Jihang company, divide engineering and technical posts into threelevels, divide administrative posts into three levels, divide works level into fourlevels. Fourthly, it analyzes the executive measures of salary system regulation shallstrength organization, attach importance to concept innovation and developcommunications and administration.Salary is not only related to personal benefit, but also relative to development ofthe whole enterprise. Regulating current salary distribution system, perfecting currentsalary system could strengthen motivation and guiding action, improve fit gradebetween personnel and posts, inspire with employees to exert their abilities furthest,achieve output of teamwork and maximizing of organization profitability, promptproduction management and development of the company. |
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