The Optimization Design About Technical Employees' Salary Evaluation Of YG Company

Under the new background of era,as the nowadays business administration strides into the new stage where the modern administration becomes more humanized,an increasing number of enterprises are coming to regard the exploration of employees' potential ability as well as the arousing of their working enthusiasm as an important way for the company to gain core resources.Therefore,the management research which aims at the aspect of human resource is gradually becoming the highlight in relevant researches.Naturally,the salary administration appears as the very first corresponding priority.As a crucial link of the human resource management,the salary administration plays an important role in the respects of attracting,motivating and retaining employees.The development of the new idea of the modern compensation management gives salary a much more significant meaning,which has become an efficient tool for building the core competence of the company and stimulating the common progress of both the company and its personnels.However,no matter which type the enterprise falls into,a post is the perpetual and universal carrier of labor,just as the salary system is always based on position performance evaluation.A scientific and reasonable salary system can always arouse the working enthusiasm and the initiative spirit of technical employees.In addition,it can also provide an inexhaustible impetus for the emerging and developing of the company.As a manufacturing enterprise of specialty chemicals,after sixty years of developing,the YG company has become a leading enterprise with perfect control system and impeccable human resource management.However,with the coming of the economical upsurge of trans-nation market,the current incentive pay system is undergoing a series of issues.For example,technical talents are striving for a management post so as to make convenience for promotions and higher pay.Chances are that a variety of abnormal phenomena would emerge one by one,such as an employee's dawdling over his assigned part of work,the practice of “eating from the same big pot” or the continuous dismission of young,competent employees.It is wished that,in this project,the reasons for these issues above be make clear and corresponding solutions be put forward on the basis of relevant theories.The YG company,the high-risk chemical manufacturing enterprise,is the very target in this project.Directing at all the staff in this company and holding onto the basic competency model theories,we made a thorough analyze about the current situation of the post salary system,which is closely linked up with the actual operation of the company.By an approach of offering each interviewed employ a questionnaire,we carefully analyzed the feedback and successfully discovered many underlying problems and defects of the system.Moreover,the urgency and necessity of optimizing the structure is pointed out and emphasized.During the investigation,a number of bottleneck problem which are related to the sustainable development of the company revealed themselves gradually.We also bring the feasibility of the new structure to the table and take it into account that we should create a new model linked up with competency.It will take days to establish and actually implement the notion in the article.The pros and cons has to be seen in the following management practice and is still needs to perfected both theoretically and practically.It is wished that the research can make the senior management team raise their concern about the perfection of salary system and provide lessons for other counterparts in a similar field.