Research On Compensation System Improvement Of Hunan Jiusheng Technology Co.LTD

With the advent of the information age, successful accession to the WTO, theInternational of the domestic markets, making competition among enterprisesintensified, and competition is in the final analysis, a competition of talents, enterprisehuman resources management becomes particularly important. Establishing a scientificand reasonable compensation system becomes the most effective means of retainingoutstanding talents and maintaining competitive advantage.Hunan Jiusheng Technology Co.LTD has the many years history of technologyresearch and development. Though it has advantage of technical and personnel strength,the traditional management methods and concepts of compensation system lead to thefairness of the pay and lack of incentives, with which staff are unsatisfied. Soimproving the existing compensation system and establishing a scientific andreasonable, with incentive compensation system become imminent. The existingproblems with the used compensation system are mainly as follows: the structure ofsystem is not reasonable, with slow increases in salary levels, and lack of the regularadjustment mechanism of compensation. The employees think that the compensation isnot connected with achievements and the equal distributions of income leads to vacuityof incitement. An incentive compensation system fitting of the company should beestablished.This text designs compensation system according the three greatestprinciples--fairness, incentive, serviceability. First, look for the existing question andthe staff demand. Second, design the compensation improvement program accordingthe character of the Industry and the company, the main actions are as follows:individualize the structure and make the compensation connected with achievements,with increasing the salary level according to fluctuated prices and making the way ofissuing salary certain. We analyze our work, posts and investigate the salary system.Based on these analysis and investigation, we bring out the optimized plan of salarysystem for management level, engineers and technicians. In this plan, salary is fixed bythe value of working post. Under system of performance appraisal, the salary isdecided by employee's performance. This plan also attaches importance to theevaluation of capability in various posts. The level of salary depends on core posts andemployees having strong ability. By rescheduling grade table of enterprise salary system, strengthening the structure and gradation in salary system, broadening therange of salary in all posts and by combing career plays of employees with salarysystem, this plan will leave sufficient space for employees' development. Last, theways to protect the implementation of the improvement program will be explored,including improving assessment system, and making compensation criterion anddetermination in the open.