| The rapid development of port industry,which has brought intensifying competitions,has provided both opportunities and fierce challenges for port enterprises.The competition,in essence,is talent competition.Talent is the main carrier of modern enterprise core competitiveness,therefore,retaining talents and maximizing their value is a rational decision for port enterprises.Salary incentive is the most direct effect of incentives and also an effective breakthrough to solve the current problems.This article has reviewed the reform process of Hebei GK group of,and aims at building a the post merit pay system which can be in accordance with the market development needs,based on survey of the satisfaction with the present salary system and interview on the company’s ongoing performance system reform.In the light of related literature of compensation and performance related theory,the present paper,based on the current situation of human resource of Hebei GK group,has surveyed and analyzed its current post performance salary system in detail.The research methods employed are the literature method,case study and questionnaire method.The study has collected the related information and designed a set of post merit salary system in accordance with the particular conditions of Hebei GK group.This paper has found that Hebei HK Group has created a set of strategy oriented dynamic merit salary management system based on its developmental objectives,strategies and its current developmental stage.Thus the fairness,incentive and legitimacy principle have been insured and the feedbacks are quite positive in the implementation of the system.The following findings are found based on our survey.First,increasing the salary has become one of the indispensable means to boost the enthusiasm of the staff,and one mean of incentive mechanism of the company.The current domestic enterprises mostly adopt the post merit pay.If an enterprise can create an effective incentive compensation model,it can develop steadily and continuously.At present,the primary task of an enterprise is to design a reasonable compensation model that meets the requirements of the modern enterprise system.Second,the enthusiasm of employees will be affected by accounting and paying of wages for the performance,so the performance evaluation model needs to be kept for a long time,but the inspection cycle should be reasonable,(if it is too short,it may add evaluation task burden.If it is too long,it will have a bad impact on employee’s work enthusiasm).Enterprises should take the external environment and its obligation of actively granting salaries into account.If necessary,they can jointly issue performance salary together with the welfare system.Third,the salary level of employees is directly affected by the accuracy of performance assessment indicators.Therefore,enterprises should set up a performance appraisal system to match the post performance salary model,so as to ensure the smooth implementation of the post performance salary model.This article has offered several possible reasonable suggestions which is beneficial to the improvement of corporate performance system of Hebei GK Group,and it can also be a helpful reference to other similar companies. |
