Research Of The Compensation Management Of Gas Purification Project Based On Project Life Cycle

A lot of companies will seek scale expansion and business development after developing into a certain scale that has a certain economic strength.For a manufacturing enterprise,it often embody in building new production line,branch,or subsidiary.The new branch,subsidiary,production line have to experienced the stage of project before putting into operation.During the period of project construction,enterprise has to undertake the corresponding responsibility,engage in the project management.BH Company which has more than forty years history is a state-owned enterprise,located in the east China area.In order to seek new advantages of products,BH Company built a gas purification project in the southern coastal city of China--ZJ city.The compensation management problems of project are as follows:1,secondary allocation of bonuses of project members has not gap or the gap only subjective judgment by the distributor,not according to the performance data of project members.2,"big-pot" distribution system is not conducive to arouse the enthusiasm of the new employees,and promoting the elders employees inertia.3,non-monetary management to members of the project lacks of effective measure.4,the compensation management project does not meet the characteristics of project management.In order to solve the problem of the salary management,the author makes a compensation plan meeting the needs of the project management,Therefore,this article discusses the compensation management of gas purification project of BH Company by using the method of questionnaire survey and theoretical analysis,and combined with the theory of the life cycle of the project.BH Company’s project is remote,that increases the difficulty of the management,and the compensation management of the remote project subjects to constraint of the existing pay system of BH Company.Aiming at problems existing in the compensation management of project,this paper put forward several solution as follows:1,carry on non-monetary management according to the project life cycle various stages of the psychological needs of the employees;2,increase variable pay according to the strength and difficulty of the project work in different stages of the project,3,in order to arouse the work enthusiasm of young workers,the distribution of the variable pay based on scientific performance valuation results.4,in order to compensate the employees better from mental suffering of being away from home,adjust foreign subsidies standards according to length of time that working in project.5,improve visit welfare of the project staff and their immediate family members.6,define the responsibilities of the project manager,the relevant functional departments and leaders of BH Company.The innovations of this paper are taking the method of questionnaire survey to get the view about salary management of project staff and psychological demands and psychological problems of different stage of the project,combining with the working characteristics of each stage of the project life cycle and related theory analysis of compensation management to carding human resource management focus of four phases:initiating,planning,executing,and closing,design a incentive system which includes a non-monetary and monetary compensation.The system with project life cycle characteristics is more suitable for the demand of the project management.