Salary System Design Optimization Of Jinao Company’ Service Personnel

Theconcept that takes people as the foundation, has been more and more believet o be indispensable for the development of a company.especially regarding the great economic development today. For a company, it also means human resources are key to its competition in the future. This is more evident for the elevator industry, in which human resources are of the first priority. In an elevator company, the most important component of the human resource management is remuneration, which not only represents the human resources, but also reflects the flow trends of talent person nel. In fact, the difficulty in staff employment, talent retaining as well as the lack of w orking motivation of the employee are quite common and urgent to be solved in this industry. A flexible, effective, meanwhile practically feasible remunerateion system would be beneficial for the stability and enthusiasm of the employees. Under the guid ance of development strategy, remuneration management is a dynamic procedure, inc luding remuneration amount determination, distribution and adjustment.This study qualitatively and quantitatively studied Jinao elevator company, in as pect of background, objective and methods. The remuneration problems of Jinao com pany was analyzed upon the remuneration management theory:the macro environme nt and characteristics of this industry were analyzed using external factors assessment methods, and the remuneration management was analyzed by internal factors assess ment methods. Addressing the problems found in this company, using Hay Guide Ch artprofile Method for job evaluation, a job hierarchy was established, and the corresp onding remuneration was determined using redistribution principals. Finally, we desi gned the employee satisfaction level questionnaire to compared the pre- and post-remuneration system optimization so as to evaluate the effect of the new remuneratio n system.We proposed an improvement program after the analysis, to solve the remunerati on problem of this company. This is not only of a real practical significance for the Ji n-ao company, but also beneficial for other medium and small elevator companies.