The Optimization Of The Production Line Workers’ Compensation System Of QF Company

Since ancient times, the allocation of profits is the core part of social relations. The modern enterprise organization form after the industrial revolution promoted the modern management system. With the progress of history, the form of enterprise organization is unceasingly rich and reasonable, the management tools are becoming more diverse and the old management method is renovating, also the labor and management which is either in conflict or in cooperation constantly reached new contracts in this development wave. No matter the economic people or the society alike, the management scientists who never stop thinking are committed to the pursuit of a more rational calculation, and ultimately to achieve a kind of profits allocation which to make workers finish assigned tasks more readily and with high quality, and eventually make the enterprise organization smoothly complete the management objective.As an important part of enterprise management and human resources management activities, salary management plays an important role in employee satisfaction and motivation and the effectiveness of organizational executive ability, thus significantly affects the the improvement of the enterprise system and the shaping of the enterprises competitiveness. A profits allocation system whose standard is not clear and whose distribution is not reasonable will dampen the enthusiasm of workers and breach the work order, and ultimately lead to business failure, and this is especially obvious in production enterprises.This paper takes QF company production line workers salary system as the starting research point, focuses on the shortcomings of the present QF company’s salary system, uses the domestic and international salary study theory and popular methods. And Based on all these, this paper does the analysis and research specifically in order to work out a more scientific and more efficient production line workers salary improvement ideas.In this study, we begin with the analysis of the evolution history and evolution trend of Salary, combine with analysis of the status quo and development direction of domestic salary system research, and set the principle for the salary system design as the criterion. We design the questionnaire to carry out large scale investigation about the salary satisfaction and suggestions for the current salary system. After all these, we analyze the investigation results, examine the QF company’s existing production line workers salary system and finally find out the problems:(1) The position salary is not scientifically set with the corresponding salary level; (2)Lack of performance salary system; (3)The allocation process is opaque and as a result its internal fairness is in doubt; (4) The salary system does not match with the enterprise strategy; (5) Effective link is not established between the salary level and the employee competence; (6) The salary level does not have the market competitiveness.We redesign the salary system in view of the existing problems and set about from the following aspects:(1)Set the salary strategy and redesign goals according to the competition strategy of the company; (2) Start from the analysis of the position, clarify the basic salary standard, establish the basic salary standard system, and assign the factors that affect salary into salary grade while refining the performance salary calculation method and increasing the proportion of the performance salary in the overall salary; (3) Finish the detail design and ultimately form the redesign scheme. Finally, based on the salary redesign scheme, we propose the specific suggestions about training and system guaranty to ensure the feasibility and the best effect of the new system.Through the analysis of the problems, combined with the salary theory and external experience, we redesign the production line workers salary system of QF company,refine the standards, increase the performance incentive and achieve purpose of internal fairness and external incentive in the premise of appropriate control of total manpower cost. And thus the new salary system can promote the production line workers’performance and lay solid foundation for the fast, safe, healthy and sustainable development and finally realize the strategic target of the enterprises.