The Design Of Improving The Salary System Of Hunan Pump Manufacturing Co.,Ltd

Hunan Pump Manufacturing Co.,Ltd.is a small and medium-sized enterprise in high-tech manufacturing industry.The company’s human resource system is not perfect.There are problems such as high turnover rate of employees,small salary differentiation and large proportion of fixed salary.The salary system is lack of incentive,staff’s work enthusiasm is not high,and team cohesion is not strong.The company’s salary system needs to be optimized.This paper studies and analyzes the status of human resources and salary system of Hunan Pump Manufacturing Co.,Ltd.,uses questionnaire survey method to understand the salary satisfaction of the company’s employees,refines the existing problems in the salary system,and probes into the main causes of the problems in the company’s salary system;accordingly,it improves the design of the company’s salary system scheme and formulates the guarantee measures for the improvement scheme of the salary system.The research conclusions are as follows: the survey results of Hunan Pump Manufacturing Co.,Ltd.employees’ salary satisfaction show that there are many problems in the company’s current salary system,such as the traditional compensation system,low work efficiency,unreasonable salary structure,low work enthusiasm,low salary level and high turnover rate,single compensation and welfare system,weak sense of belonging of employees,mainly due to the existing salary system Lack of objective basis,lack of dynamic compensation system,lack of incentive,lack of attention to welfare system construction.The research suggests that we should improve the compensation system from the following aspects:establishing the post value evaluation mechanism,implementing the differentiated compensation system based on the nature of the post,constructing the scientific salary incentive mechanism,constructing the broadband salary system,and constructing the diversified welfare system.In order to increase the proportion of floating salary,the salary structure of each post is adjusted to "basic compensation + floating salary".According to the difference of post nature,the production personnel of manufacturing department and the non-production personnel of other departments are implemented with piecework wage system and performance salary system respectively.