| As a state-owned subsidiary of the China National Pharmaceutical Group,Sinopharm A company has been the first state-owned enterprise in Xiamen since the founding of the People’s Republic of China.It has bathed in the "spring breeze" of reform and opening up in recent years,and has been riding on the rapid development of the Chinese economy.Taking the "Aeroplane Carrier" of the top 500 of Sinopharm,and relying on its own resources and technological advantages,it has taken advantage of the state’s pharmaceuticals and the medical reform industry policy,focused on management,expanded the market,and achieved rapid development.However,in the fierce market competition and rapid development process,the company has also experienced some problems.At present,human resources management also partially retains the old management model,especially payroll management,which has obviously failed to keep pace with the rapid development of the company.The "performance culture" and "responsibility culture" can’t matched.The company did not fully mobilize the enthusiasm of the employees and did not motivate the employees to make more contributions for the company,especially failed to achieve internal consistency in the compensation management.Therefore,the optimization and improvement of the salary system of the employees of Sinopharm A company is a very urgent strategic task for the company.This study focuses on the optimization of employees’ salary system of Sinopharm A company.The author adopted employee salary satisfaction surveys,employee interviews,and external market salary surveys,using literature analysis,questionnaires,interviews,and quantitative data analysis.Combined with compensation incentive theory and sharing of economic theory,we found that there are four major problems in the salary system of employees of Sinopharm A company:the weak level of compensation in market competitions,the weak design incentives for weights of compensation structures,and the weak match between the growths of employee compensation and the company’s business development,and unreasonable increase in the pay system.Then the underlying causes of these problems are explored.Furthermore,based on the current "foreign intelligence" and future strategic development of Sinopharm A company,an optimized compensation strategy,job analysis and job evaluation,external market remuneration surveys,and an optimization plan for the employee compensation system of Sinopharm A company are designed to optimize to solve the above salary problems.In the end,we will establish a salary system for Sinopharm A company that adapts to the strategic development needs,increases the internal fairness and external competitiveness of pay management,maximizes the role of pay incentives,fully stimulates employee motivation and creativity,encourages employees to increase company’s contribution and growth,and reflects the responsibility and performance-oriented organizational culture. |
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