Research On Broadband Compensation System Design Of F Company

Under the guidance of the national policy that talent power is the first strategy,strengthening enterprises with talent has become the important strategy of enterprise development.Constructing a scientific salary system is one of the most effective means to attract and use talent well.Since the broadband salary system has been introduced into China from the West,it has been pursued by many enterprises.The system enable employees more space and channels for salary adjustment,which is conducive to enhancing employees more motivation to improve their skills and performance.In 2021,the Ministry of Human Resources and Social Security of the People’s Republic of China issued the Guidelines on Salary Allocation for Skilled Talents,which stated the appropriate salary allocation system based on the characteristics of skilled talents.All enterprises are encouraged to pay attention to the scientific and reasonable distribution of the salary on skilled talents,and the distribution principle is similar to that of the broadband salary system.F company is a sino-foreign joint venture petrochemical enterprise.It adopts advanced automatic production technology and its main members are skilled and managerial personnel.The current salary system of the company is post salary system,and position promotion is the main way for employees to obtain salary adjustment.In recent years,the personnel development is unstable due to unfair salary distribution and few salary adjustment opportunities.Such as the abnormal situation that employees have not held the required number of different position qualifications,and that the frequent occurrence of unplanned downtime due to human factors are all difficult to be improved.So it is forced the company to realize the urgency of building a competitive and incentive compensation system.Based on the relevant incentive theory,this paper investigates and analyzes the problems of the current salary system,and determines the essential reasons for the poor effect of strategic support,balance(fairness),growth and incentive of the current position salary system.After referring to the research results of Chinese and foreign literature,it is proposed that the construction of broadband compensation system is a relatively effective solution.And it is determined the feasibility and necessity of broadband compensation system construction by analyzing the organization strategy type,enterprise development stage,enterprise culture,personnel structure type and other aspects.In the early stage of the construction of broadband salary system,the post value was evaluated from four dimensions which are responsibility,knowledge and skills,effort level and working environment.The result of post value evaluation will provide a basis for the determination of relevant data of broadband salary system.In order to ensure the long-term effectiveness of compensation incentive,this paper establishes a dynamic adjustment mechanism that the compensation level can be variable with the changes of market,position responsibilities,skill level,personal ability and individual performance.At the same time,the dynamic adjustment mechanism will realize the reasonable differential management on salary between employees with different performance.In addition,the diversified design of supporting benefits has comprehensively improved the competitiveness of compensation.Finally,through the design of safeguard measures such as thoughtful publicity,improving relevant systems,optimizing career development channels,strengthening collaborative promotion with other modules and cost control management,the broadband salary system can be implemented.