Salary System Research Of Technical Personnel Of Y Survey And Design Enterprise

With the promotion of institution reform,the domestic construction survey and design industry will gradually keep pace with the market.In order to stay in the invincible position in the tide of market,domestic survey and design enterprise should first change their management.The salary matches with the position level of the enterprise in the traditional salary system.The amount of the salary depends on the position,which can’t directly reflect the individual ability,performance and performance of the employees.Thus the traditional salary system has not adapted to the development of the modern enterprises.In the increasingly fierce market environment,enterprises must reform the traditional salary system,establishing talent incentive system,can improve enterprise’s core competitiveness comprehensively.The Y survey and design enterprise which is studied in this paper was founded in 1997,to raise the institution,in 2006,restructured into joint-stock enterprises.The company is mainly engaged in the work of architectural engineering design,survey,engineering consulting,etc.Mainly engaged in construction engineering design,investigation,engineering consulting and other work.In this paper,the technical staff in Y Architectural Design Institute as the research object,carries on the investigation to the employees to pay satisfaction through interviews,found the following five issues: In this paper,the technical staff in Y Architectural Design Institute as the research object,carries on the investigation to the employees to pay satisfaction through interviews,found the following five issues: 1.fixed salary: fixed salary structure is not suitable for the development,adjustment mode is single;2.the output value of royalty: output percentage nominal,there is no system and the distribution proportion of concrete;3.pay elasticity problem: no fixed wage and salary Commission project through the different functions of different employees accounted 4.lack of performance salary problem: no salary incentive,affect the enthusiasm of the staff work;5.the overall impact of the salary system and improve the project team in question: the lack of internal coordination,design cost waste and other issues.Through the analysis and research of the above problems,combined with the actual situation of Y Architectural Design Institute,and through literature review and field survey,combined with the knowledge,we designed a salary system for Y Architectural Design Institute.The improvement measures are as follows: through job analysis,the salary design division and integral position sequence,the project design team and the project commission into with distribution according to the project team,and the implementation of safeguard measures of compensation system is put forward,through a series of design and implementation of the salary system for half a year later,again pay satisfaction on employee interviews,satisfaction has been improved,which shows that the design of compensation system is effective,and can solve the existing problems of the compensation system.Finally,this paper also gives a conclusion and gives a prospect for the study of the compensation system.This article through to reform the original salary system,adjust the employee compensation levels,can effectively solve the enterprise talent incentive,internal inequities and problems related to enterprise development,to enhance the cohesion and competitiveness of enterprises also have practical significance.