Research On Compensation System Optimization Of Y Company Production Center

With the continuous development of society and technology,the competition between medium-sized and small-sized private manufacturing enterprises is becoming more and more fierce.For some plastic film manufacturing enterprises,the workers in the production center often take a large proportion of the total employees of enterprises.The factors of improving production efficiency,reducing the defect rate and waste rate of products and other indicators play important roles in improving the product quality of enterprises.Improving product quality and production efficiency relies on skilled production technicians.However,due to some reasons,there is a shortage of skilled workers in China,especially skilled technical workers.How to build and optimize the compensation system combining the characteristics of production workers,set the salary level of production center scientifically and reasonably has both theoretical and practical significance.This thesis expounds the meaning of compensation and compensation management,the classification of compensation system,the theoretical definition of Hay evaluation method and the literature of compensation management at home and abroad.These definitions and literature provide a theoretical basis for the evaluation of post wages and the establishment of post wages system.Based on the existing theoretical research results and empirical experience,this essay summarizes relevant theories and clarifies problems of setting post wages reasonable in the compensation management.This thesis selects the production center staff of Y company as the research object.Through the field research and case study method,the essay collects the information of operation status and developing strategy.Y company expects to improve the management level and efficiency by reforming the compensation system,so as to further improve the production and operation level of the enterprise and increase its profitability.Then,the paper adopts the interview status and questionnaire survey method for Y company’s production center in compensation management,summarizes and induces the problems existing in the compensation management of production center.At the same time,this paper uses related theory to analyze the causes of the problems such as the irrational compensation structure,low incentive effect of compensation and the polarized compensation level.Before designing the new compensation system,we should confirm the guiding ideology and the principle of re-optimization plans.And next,set the reasonable compensation system.This essay mainly aims at the confirmation of post wages by checking position description and using Hay evaluation method to evaluate posts from three factors,as well as combining the weight of these three factors in order to distinguish the post value.And then,ranking the positions and setting class of positions according to the results of the post value evaluation.Finally,this essay combines the average salary of different positions in manufacturing enterprises in Henan province as well as the Y company’s developing and human resource strategies in order to optimize the salary scale and the range of salary scale of post wages.The design of the salary scale adopts in a small multi-level way.The range of salary scale reduced from high class of positions to low class of positions.The reformed post wages structure has six salary scales and each of the salary scales has five classes.The author hopes that through the research on optimizing the post wages scale of the staff in the Y company production center,the practical problems faced by the enterprise’s post wages management can be effectively solved,and we hope that it can provide references for other companies to carry out research and exploration.