The Improvement Of Salary System Of Core Staff In SANY Crane Company

With the rapid development of the enterprise, the stability of talent becomesincreasingly important to human resources management. To attract talents, enterpriseshould pay more attention to salary incentive since it is one of the most fundamentalmethods. Besides, there is still a gap between developed countries’ enterprises andours in terms of the compensation system, especially Chinese private enterprises. In ashort, it is crucial to research and design a suitable compensation system for Chinesecompanies.This paper takes SANY Crane Company as the research object. By analyzing thecore staff salary situation, five problems-different duty payment, outdated paystructure, confusing compensation system, standard contravention, and insufficientincentive for salary-are pointed out. In order to position compensation design,external environment analysis and SWOT analysis are used. Then utilize IPE forposition evaluation. Base on the formula "total compensation income=post salary+ability skill salary+subsidies+floating income subsidies+long-term incentive+benefits", this paper design a new compensation system for core employees. To ensurethe compensation system reform smoothly, this paper puts forward four safeguardmeasures. To be specific, SANY should integrate performance evaluation and salarysystem closely. Besides, company should take awareness of establishing an effectivesupervision and communication system. What’s more, adjusting compensation plantimely and improving the welfare system should also take into account.According to SANY Crane Company’s actual situation, this paper combineswith the corporation strategy and culture closely and fully considers various factors ofthe company. The purpose of the paper is giving some advice for SAN Y’scompensation system which is beneficial to its development. This salary systemreform will help the company implement the compensation fairness principle,improve employee awareness of competition, and finally activate the effectiveness ofthe compensation incentive effect.