Compensation System Redesign Of JZ Company

For more than a century, the pay of enterprise has always been the hot spot of the economics and management science. The 21 st century is full of opportunities and challenges, in today’s economic globalization, market competition is increasingly fierce. The enterprise competition and many other competitions come down to the competition of talent. How to attract talents, retain them, and make good use of them becomes a primary problem that enterprises must solve, which makes human resources has gradually become the key competitive advantage and strength of enterprise core competitive ability. How to design its own compensation system according to actual conditions of enterprise and how to manage the employee compensation are important contents of modern enterprise management, and are also core contents of enterprise human resources management. In the current environment of market economy and knowledge economy, a perfect compensation system plays an important role in increasing of employee satisfaction, motivating of staff enthusiasm and enhancement of enterprise competitiveness, therefore, to establish a salary system which has enterprise characteristic is particularly important for the healthy development of the enterprise.The state-owned enterprise S company as the research object, this article makes a comprehensive analysis of the enterprise’s overall quality of employees, the staff allocation and the core staff numbers, and carries on a deep research to the state-owned enterprises’ salary system, analyzes the problems in the existing salary system of state-owned enterprises, in the guide of the basic theory of compensation and the relevant incentive theory and taking the post evaluation as the foundation, it puts forward the design scheme of the post performance salary system of company S, and fully considers the general situation of the human resources market, in accordance with the overall design principles of the distribution according to work, giving priority to efficiency and due consideration to fairness, drafts a normative Salary management system adapting to the current state-owned assets supervision and management system and the actual situation of the enterprise. At the same time it puts forward the implementation and monitoring measures of salary design proposal, designs the salary system adapting to the features of company S and makes it implement effectively.The paper mainly includes four aspects: the first, reviewing the salary and related theories, mainly introduces the definition, function, structure of salary and the principle of salary designing. The method of salary design and the main salary mode is analyzed, laid the foundation of the theory and method for the design of compensation system of company S; the second, describing the structure, main business, human resources and strategic development goals of the company S, focusing on the analysis of the main existing problems of state-owned enterprises’ salary system, putting forward company S compensation system’s designing direction; the third, in the guide of the company S’s development strategy, making a new design of company S’s position performance compensation system, which is the core part of the paper, including drafting job evaluation standards, organizing the implementation, job classification, promotion system, post performance salary’s designing; the forth, discussing the implementation of security mechanism for establishing company S’s the post performance salary system, from the four aspects of management performance appraisal and compensation system.1In this paper, the design of S company salary system is based on position value and professional ability, it will realize the unity rank management system of responsibility, right, profit, and make it as the basis for salary distribution, personnel training, establishing the normative, standard, unified performance incentive mechanism and Salary distribution model of post performance salary adapting to modern enterprise theory. Finally, it can realize the modern enterprise management objective that the position and salary can flexibly change.