Discussion On The Improvement Of The Salary System Of CZ Tobacco

In recent years,the reform has become the main theme of China's tobacco industry,with the tobacco industry in recent years,"industry reform dividend in there?" Topic,"a ripple",the industry from top to bottom intense discussion,what is the reform dividend The How to tap the reform bonus? That is how to create the activation of resources,to achieve optimal allocation of resources to enhance the efficiency of resource use.At present,the tobacco industry is in the deep water area of reform,"big brand,big market" situation gradually formed,the industry is from the traditional planned economic management system to the modernization,professional large market,large circulation enterprises.At the same time,how to optimize the allocation of human resources,to further activate the resources,as the incentive lever of the pay system also need to advance with the times,to adjust and improve.As part of China's tobacco industry,CZ City Tobacco Company's remuneration management is still the traditional plan salary management system,and the requirements of the modern market economy there is a big gap between the CZ City Tobacco Company's compensation system research and improvement design Very important.Under the background of deepening the reform of the industry,this paper first studies and reviews the research results and development status of salary at home and abroad,and expounds the background and significance of the research.The paper starts from the research ideas and methods of salary system design This paper introduces the basic situation of the enterprise,the composition of the salary content,and the composition of the salary system,which is based on the CZ Municipal Tobacco Company's salary system,which is based on the theory of compensation,the characteristics of the tobacco enterprise's salary system,the composition of the tobacco enterprise's salary system,Through the questionnaire survey,job discussion and other forms of investigation of the status quo and found that the salary system problems,mainly reflected in: the lack of scientific assessment of post value,pay distribution is not reasonable,staff promotion channel narrow,performance appraisal mechanism is not perfect,The problem of analysis,find the reasons,and developed a improvement strategy.In the improvement strategy,the first through the optimization of business processes,the integration of institutional settings,the CZ City Tobacco Company after the integration of job post evaluation,according to CZ City Tobacco Company in different positions,combined with the evaluation of the position of the situation,givendifferent positions Set up a different job level,and then from the post salary,performance pay,all kinds of subsidies and other aspects of the wage structure of the specific pay structure design,re-change;to further improve the performance appraisal system and assessment process;develop a series of effective Measures to get through the staff promotion channel;constantly improve the compensation system,so that the pay system more scientific,but also to further mobilize the enthusiasm of employees.In order to better play the role of improved salary system,on the basis of this,for the implementation of the new pay system to establish an effective safeguard measures,from the internal retirement management,employee benefits,employee health insurance and other aspects of the development of the The corresponding supporting methods,thus ensuring the effective implementation of the new pay system.Through the improvement,CZ City Tobacco Company pay system design has achieved the following results: First,the abolition of the identity limit.After the reform,all employees are assigned to the corresponding job categories,breaking the traditional identity of the barriers,identity management for the post management;the second is to get through the promotion channel.According to job classification,for professional and technical categories and skills to get through the promotion channel for all employees to provide an equal career development space;Third,theoretically reconstructed the pay system.Unified salary structure,the establishment of the job performance wage system,the establishment of a standardized income distribution mechanism,the establishment of the normal wage growth mechanism;Fourth,the realization of the staff salary dynamic management reform.Through the job changes to adjust the wages,to achieve "post change salary",through the job level changes in wages,to achieve "level can rise or fall",through the post salary grade changes in job salary,to achieve "grade can enter." Five is to improve the internal reimbursement of staff compensation distribution system,the internal staff of the conditions of rejuvenation,procedures,treatment and other aspects of a unified provision to avoid the comparison between the staff in the staff;six is ??to improve the supporting welfare system.Establish and improve a series of supporting welfare,medical system,to provide protection for the staff pay system.