| In the wake of the rapid development of China’s economy and the deepening of establishment system reform,the role of human resources department as a transit station of enterprise management has become increasingly prominent.How to establish a good and scientific salary system to fully mobilize employees’ work enthusiasm,reflect employees’ value,stimulate employees’ work enthusiasm,meet employees’ personal value,realize their demands,and improve the centripetal force and cohesion of enterprises has become an important issue that enterprises need to follow with interest and solve,The design of salary system is the core link of human resource management.The establishment takes skill improvement as the main line and value creation as the main line,and better realizes the optimal allocation of human resources from the aspects of post,rank,qualification standard,establishment and salary.Hengtong company is an automobile parts manufacturing enterprise.Hengtong parts company,founded in 1992,entered the market at an earlier time,seizing some opportunities and obtaining huge profits.However,with the profound change of China’s automobile industry pattern,parts enterprises are also facing the problem of survival and development.Under the background of the slowdown of macroeconomic growth,the domestic automobile market has changed fromrapid growth to stock market,and the competition among parts enterprises is becoming increasingly fierce;As front-line workers who directly participate in the product production of parts companies and engage in relevant physical and technical labor,skilled personnel need to be paid special attention.How to make full use of the salary lever to solve the problem of distribution equalitarianism in some fields accumulated in the previous period of rapid development,completely change the phenomenon of employees doing well and doing badly,lack of work enthusiasm and initiative,transmit the market pressure and sense of crisis,and stimulate the entrepreneurial motivation of skill sequencers has become a key issue faced by the company.Only by adhering to the guidance of marketization and value creation,establishing a salary strategy based on position and paying for ability,and reshaping the salary system of skilled personnel,can we fundamentally realize the incentive and retention of excellent skilled talents,stimulate the motivation and vitality of employees’ work,lead their continuous value creation,and promote the transformation of enterprises from high-speed development to high-quality development,so as to meet the future development needs of enterprises.Under this background,the author studies the Problem and cause analysis of the salary system of skilled personnel in Hengtong parts company through questionnaires,in-depth interviews,statistical analysis and other methods.Through the research,it is found that the salary system of skilled personnel of Hengtong parts company mainly has problems such as the salary standard design does not meet the market demand,the salary structure design lacks incentive effect,and the salary dynamic adjustment mechanism.The main reasons for these problems are: Hengtong parts company does not adjust according to the changes of the company’s development strategy,formulate corresponding salary strategies,the bottom logic of total salary management is unclear and unreasonable Salary and ability can not be well matched and linked,lack of salary dynamic adjustment mechanism,etc.On account of the above reasons,starting from the salary strategy,the author makes salary diagnosis,re combs the current status of the salary system and the underlying logic and operation of the salary package,focuses on the problems to be solved,designs a set of salary system for the skilled personnel of Hengtong parts company,and gives relevant implementation guarantee measures.The salary system design scheme proposed in this paper systematically solves the kernel problems existing in the before one salary system of skilled personnel of Hengtong parts company.Clarify the concept of "pay for skills".The basic salary is determined mainly based on posts and adjusted mainly based on skills.The skill salary system is implemented,and the rest of the salary composition is basically unchanged.Considering the stability of implementation and employees’ feelings,improve the proportion of monthly bonus and reduce the proportion of performance bonus.According to the assessment results and job qualification standards,implement the reconstruction scheme of salary system of promotion,demotion and job transfer. |
