Research On The Construction Of Salary System In ZQY Automotive Proving Ground

In recent years,the number of national autos has been increasing,and China’s automobile production has been at the forefront of the world for many years.The huge and diversified market demand of the automotive industry not only imposes stringent requirements on the quality of automobiles and components,but also challenges and innovations in the performance and appearance of automobiles.It is especially necessary to provide a unified test site and platform for the production and research of automobile and component manufacturers.As a niche industry,the automobile test site has a wide range of business,professional and many positions,and the birth time is short.Therefore,there is no perfect salary system research result.This paper studies the problems of finding problems,analyzing problems and solving problems.Based on the broadband compensation theory,it combines with the characteristics and background of the automobile test site industry.Based on the internal and external salary surveys,it conducts questionnaire surveys and leads the competent authorities.The form of the interview fully understood the current status and problems of the compensation management of the ZQY Automotive Proving Ground.After collecting and sorting out the salary situation and analyzing the problem in depth,it is concluded that the salary management of ZQY Automotive Proving Ground is not perfect,and there are still many problems,such as: First,the lack of a clear and clear salary system;Second,lack of systematic performance appraisal support;third,employees generally lack a sense of belonging;fourth,employees’ satisfaction with corporate welfare subsidies is generally not high;fifth,the incentives for year-end rewards are insufficient.After the anatomy and analysis of the problems in the compensation management of ZQY Automotive Proving Ground,the work analysis method was used comprehensively,and the post evaluation method was adopted as the opportunity.The main purpose was to pay the salary system and level of ZQY Automotive Proving Ground.The structure is rationally designed.The establishment of the company’s functional grades has been completed to meet the needs of employees’ salary adjustments and job changes.In order to further improve the salary satisfaction of employees,this paper supplements the performance management module in the compensation management;at the same time,the structure of the welfare subsidy module with lower employee satisfaction is adjusted;the refinement of the year-end reward program is completed to ensure the salary.Management has a strong incentive role,while at the same time ensuring that it can be implemented fairly and reasonably.While solving the problem,the ZQY Automotive Proving Ground compensation system was successfully completed,which provided the basis for its future salary management.At the same time,through the analysis and research of this paper,it provides reference for other test sites in the industry.