Research On The Salary Management System Of A PV Enterprises

Since the second half of2011, China’s photovoltaic industry hasbeen affected by the blind expansion, which leads to production capacityoversupply and product prices decline. USA, EU "double reverse" hassanctions on China photovoltaic manufacturing industry, bringingphotovoltaic enterprise disasters one after another. In addition, the humanresources management of small and medium-sized private enterprises inChina has more and more problems restricting the development of theenterprise, among which the problem in the pay incentive management isparticularly prominent, and it has affected and restricted private enterprise’ssustainable and stable development. A photovoltaic enterprise is a collectionof scientific research, development, manufacturing, sales as one of the solarphotovoltaic high-tech private enterprises. it is China’s professional supplierof important solar silicon products.photovoltaic enterprises need to face thetransformations. A scientific and reasonable salary system can attract andretain employees and mobilize their working enthusiasm. it is of greatstrategic significance to enhance the enterprise competitive advantage.This paper focuses on the salary management of A photovoltaic enterprise,based on the problems and restricting factors of salary management systemin A photovoltaic enterprise. Firstly, the system analysis has been carriedon the content system of compensation management. Secondly, this paperanalyzes the current situation of compensation management of A photovoltaicenterprise, the existing problems and causes, and analyzes the differentpersonnel salary systems and the main problems affecting the developmentability of the enterprise. On the basis of this, this paper re designs the reasonable salary system.The through field investigation method, the questionnaire method and theuse of qualitative research and case combined of a photovoltaic enterprisesalary management system to conduct in-depth analysis, currently a PVenterprises are mainly the problem that senior management personnel, fixedsalary for ratio and proportion of ordinary first-line employees, fixed salaryratio is too small; salary levels lower than industry with scale of homogeneouscompetition between enterprises; welfare policy imperfect. A PV enterprisepay management issues the cause of the compensation management andenterprise development strategy is not closely linked, there is no scientificassessment system and compensation incentive mechanism is imperfect, etc.The innovation of this paper is to design the salary of A PV enterprisesaccording to different categories of personnel. Management personnel toimplement the annual salary system, production personnel should be based onjob performance wage system, job performance wages system is to the jobs ofordinary employees as a reference, according to the technical requirement ofthe position required a series of conditions determined post, referring to thesame level of enterprises, according to the enterprise when the benefit todetermine the wage standard; technical staff salary structure should includethree parts: basic salary, performance salary, the welfare of the staff, salespersonnel salary should be basic salary and commission business and generalmanager special award.