To Optimize The Salary Scheme Of T Company

Since the beginning of twenty-first Century, enterprises are facing increasingly fierce competition, and the root of modern competition is the competition of talent. human resources management has become a strategic resource of enterprises in the future in an invincible position. the salary management scheme as the core of human resource management, and whether you have a salary management plan matched with enterprise background, has become the focus of many enterprises.This text takes T company as an example, T is an automatic assembly lines and testing equipment manufacturing enterprises,through the investigation of the T company's operating status and the existing salary management scheme, After the field staff interview and investigation method of the questionnaire, found the existing problems of salary management system of T company, combined with the related salary theory and incentive theory of salary theory, analysis of the root of the problem, according to T company's business strategy and salary design theory, follow the principle of salary design, put forward the salary management's optimization design idea and goal of the T company. The use of scientific methods of job analysis, job evaluation of the post on T, on this basis to design a new salary management scheme.The main contents of this thesis are as follows:One is the analysis of the existing salary management scheme of T company, find out the existing problems. investigated from the T company's development background, organizational structure, human resources status, collected the existing salary management related data of T company, discussion on T senior leadership, lower part of managers and staff representatives, all numbers questionnaire without name, summary the information that collected on discussion, from the overall satisfaction of salary structure, competitive salary, reasonable salary system, the fairness of the salary system, statistical analysis of the results of a questionnaire survey of several aspects, obtained the existence problem that existing the salary management problem, according to the relevant theories of salary and analysis of its problemsThe two is to optimize the design scheme of salary management in T company, according to the nature of the enterprise and strategic orientation, internal consistency, external competition, incentive and economic salary design principles of T company, put forward the T company's design general idea, the aim of optimization design and content of salary management scheme.On the basis of the salary management scheme design process, using observation method to analyze the positions of T company, evaluated the post with the help of 28 factor method, give the corresponding post salary, grade of Posts, then combined with the market to draw the wage curve of T company, by fitting the salary curve came out the regression line, by means of the regression line calculated the midpoint value for each job level, finally combined with the characteristics of the post T, given a bandwidth parameter for jobs, according to the midpoint and bandwidth parameters, calculate the floating range of a job level. therefore, to establish a new salary structure of T company.The Three is to analysis the need of safeguard measures in the implementation of new salary management scheme. analysis of successful implementation of the new salary management scheme, needs to establish corresponding management mechanism, personnel entry mechanism, salary adjustment mechanism, supervision and feedback mechanism. and analysis of what are the required relevant support system, job analysis and evaluation system, performance appraisal system in successful implementation of new salary management scheme.