Research On Job Salary Optimization Of EK Company Based On Job Evaluatio

The Fifth Plenary Session of the 19 th CPC Central Committee pointed out that China has shifted from the high-speed growth stage to the high-quality development stage,and the development of enterprises is tends to large-scale,legalization and regularization.In order to get improvement in the competition,small and medium-sized manufacturing enterprises should not only focus on cost and innovation,but also strengthen comprehensive management in various aspects.In the management of enterprises,people by degrees realize that talent people is the most critical factors in the companies,how to attract and keep talent people,use and motivate them to reach their full potential directly influences the development of the companies.HR management is very essential to the company’s developing,and salary management is the key point to HR management.With the status of huge employees and job quantity in manufacturing companies,how to develop a set of scientific,reasonable and fair salary system with incentive function is a problem that more and more companies are concerned about.This paper analyzes and reviews the current status of lcoal and foreign research from the aspects of job analysis theory,job description,job evaluation,factor point method,salary point system and fairness theory,in order to provide a solid theoretical basis for the salary optimization of EK company’s middle managers’ and junior staffs’ job salary point system.Using the methods of questionnaire and deeper interview,this paper makes an in-depth investigation and understanding of EK company’s employees’ position salary satisfaction and job evaluation.Three problems are analyzed and summarized in the position salary management of EK Company.First,the responsibilities of each position are not clear,resulting in a lack of close integration between salary and position.The second is the composition of salary does not clearly reflect the value of position salary,and it is impossible to identify the difference of position salary.Thirdly,the position salary structure has no incentive effect,and there is no standard for employee position salary promotion.Through the study of the above theories and the combination of practice and theory,first of all,optimize the job description of EK Company through job analysis,clarify the responsibilities of each job,and lay a solid foundation for the job evaluation to link the job with the salary.Through job evaluation to solve the problem of the fair of the position salary management,job evaluation on position,not on the person,ensure same job to be equal pay.And through the factor point method to let each employee know their job in the value of the enterprise to do job evaluation.Rely on scientific method of quantitative evaluation of data,make the process of evaluation more precise and more objective,more easily accepted by employees.In order to simplify the salary calculation,following the results of job evaluation,get jobs pay points,through the point value is linked to the benefit of the enterprise,establishes the position salary point system by linking the salary point value with the corporate benefit,so as to stimulate staff’s work enthusiasm and teamwork,develop and advance together with enterprise.Finally,put forward the EK company position salary reform plan implementation safeguard measures,guarantee the smooth completion of the whole process of implementation...