| Remuneration system theoretical system of human resources management among a very important part of it passes to employees of the company or organization’s value system, capable of employees in the company or organization’s behavior toward benefit in the direction of a company or organization guidance, while the remuneration system for the calculation and payment of employees’ labor income to provide a scientific basis, and to calculate the salary paid systematic and procedures, and more conducive to the salary paid by scientific management. A scientific salary system, can well reflect the company or organization’s strategic planning and organizational culture to guide members of the company will concentrate its own efforts and actions to fit in and help the company or organization in the competitive environment can be more good survival and development direction, thereby increasing the company or organization vitality and competitiveness.In the current economic environment, competition among enterprises is the talent competition, human capital is the decisive force in the development of enterprises, how to attract and retain qualified personnel and motivate talent is the core of enterprise human resource management issues. Corporate strategy and compensation management is an important part of culture, compensation not only for employees of the company’s contribution to the recognition and rewards, it is also a set of the company’s strategic goals and values into concrete case of actors, as well as support the employees of enterprises in the process of implementing these actions. A sound remuneration system to help reduce the loss of personnel, and attract more top talent, reduce the enterprise’s internal conflicts, enhance the cohesion and competitiveness, improve enterprise operational mechanism, while improving staffs comprehensive quality, and thus increase employee productivity. Therefore, enterprises according to their actual situation, to design and continually improving their pay system, to find the most suitable for the enterprise salary system, which for the survival and development of great practical significance.ZDSS is short for the43research institute of China electronic technology group corporation.DW group is short for the fifth business division.DW group as ZDSS institute subordinate business unit, is a business unit of nature at the same time, according to the enterprise organization mode of operation management entities.DW Division as ZDSS institute affiliated institutions, It is the oldest established business sector, but also the ZDSS Institute highly skilled, educated and high-level personnel one of the most concentrated areas. As a traditional state-owned institution in a business unit, DW Division business units have more or less unique imprint. In order to adapt to changing internal and external environment, while meeting DW Division practical development needs,DW Division actively exploring, trying to pay for the existing architecture redesign to ensure the sound development of DW Division.In this paper, DW Division salary system reform case as the research object, its existing composition of the remuneration system status and problems of in-depth analysis and research, the use of incentive compensation related to theory, combined with the actual situation DW Division on DW Division incentive compensation program design were studied on the basis of, for DW division, re-designed a new incentive compensation program, and the new incentive compensation program the results obtained are analyzed and explained.In this paper, the arrangement of contents, organized according to the following structure:The first chapter section introduces the topic of this paper, the background and significance, this study describes the contents of research ideas and research methods, and summarizes the research work in this innovation.The second part of the chapter introduces the basic theory, this paper describes the design DW Division remuneration system used when the theoretical knowledge, including incentive compensation theory, Maslow’s hierarchy of needs, Herzberg’s two-factor theory of motivation, as well as some mature incentive methods.The third chapter is DW Division incentive compensation case analysis, which describes DW division business background, through the DW Division Salary Survey and results analysis, the existing division of the DW compensation system problems, and analyzes the reasons for these problems. In the previous chapters, based on Chapter Ⅳ of this article DW Division incentive compensation program was re-optimized design, including the pay level design, level design job sequence and job and salary structure design, and the new pay system implementation of the results were statistically and analyzed.Chapter Ⅴ of the contents of this study are summarized in text for DW division problems remuneration package, made two policy recommendations:First, the pay system once every year or periodically revised and improved, so that times; second is compensation system can not only consider the physical aspects of the stimulus, but also especially focus on spiritual motivation, to do two-pronged approach to ensure sustainable and efficient motivate staff.This innovation is research work, using a complete PDCA cycle to achieve DW Division incentive compensation scheme optimization design, not only analyzes the DW division among the existing remuneration system problems also studied to address these issues measures, designed a new, optimized compensation system and to implement, while the implementation process of the emergence of new problems, again analysis and research, and to propose new solutions. |
PDF Full Text Request