Research On The Salary For Front-line Manager In The FAW Group’s Independent System Based On3P Model

With the establishment of market economy and China’s accession to the WTO, amore open China will be greeted more severe economic challenges, which forcesChina’s enterprises to change their operational mechanism, international practices andgeneral guidelines to understand and participate in international competition. Thecompetition is ultimately a human enterprise competition, human resources are themost active production factors, which is the first resource considered by economists.Human resources development and management which is a means to achieveorganizational goals for the healthy development of enterprises has importantsignificance in modern growing importance in enterprises. In human resourcemanagement, one of the most challenging works is compensation management.Compensation management of modern enterprises have not only has some simple andtraditional features, but was given a new content, compensation management has beenclosely associated with the business development and human resources developmentstrategy together, and rare breadth and depth of penetration into every aspect of thebusiness.FAW Group Corporation, formerly known as First Automobile Works Groupexperienced three entrepreneurs since1953. Currently, FAW Group’s overallremuneration system has been running for more than10years, even after continuousimprovement, still faces many problems, the pay system design cannot meet thelong-term development needs, not better motivate staff, especially for managementpersonnel groups, incentive pay less. Therefore, the FAW Group urgently introduces amore comprehensive compensation system, the establishment of a new pay system.This paper proceeds research on FAW Group autonomous system to study thesalary management of basic management personnel based on human resourcemanagement and salary management theory. Firstly, this paper analysis grassrootsself-management compensation system management status FAW Group, to proposesalary management problems, and analyze the necessity of implementing3P modelbased salary system; secondly it proposes3P model based grassroots management salary system design guidelines, as well as salary structure, pay points table, the totalremuneration allocation, wages, bonuses, benefits and salary adjustments, such asself-specific design; Finally, this paper propose some measure of safeguard for3Pmodel of salary system. This paper builds3P model of salary management system forFAW Group, which has important guiding significance on the one hand; and providesan important reference for other companies in the same industry on the other hand.Meanwhile, the study may enrich the theoretical research in related fields.