Optimization Of The Salary Systen For Hengyang Steel Tube Processing Enterprise

One of the important section, salary management is the mostlyimportant question in modern human resource management.In order toattract and retain talent team, arouse the enthusiasm of employeeseffectively，give full play to the role of human resource and enhance thecompetitiveness of the employer，they must design a set of effectivecompensation system and use implement scientific salary managementmethods. Hengyang steel tube group is a employers, which is a super largestate-owned iron and steel in central China. During the nearly10years, thiscompany has same constantly improved about production technology. Butthe salary system have a very large fault，which can not keep up the developstep of employee, even hindered further development of them.This paper was based on the actual situation of a steel tube companyand the employer, and refer to the mode of related theory on internationaladvanced salary system, it focus on studies the problem of this company’sexisting post skill salary distribution system. Respectively according to theseproblems, I will design different compensation system for managers andspecial staff, and common workers. At the end of this paper, we discussed the effect of this new compensation plan and deficiency. The New schemetakes into consideration the employer benefits， relationship betweenIndividual performance and the employee compensation. As result, the newsalary system enlarge the income gap between regular employees, managerpersonnel and special staff reasonable，therefore，this new salary greatlysystem improve staff work enthusiasm, which Is advantageous to theemployers’ healthy and rapid development.