Ri Pay And Performance System Is Built

The human resources management along with the business management gradually moves towards the standardization, marketization and internationalization, which more and more receives the recognition of enterprises, the human resources management quality becomes the key indicator of whether the enterprise can obtain the long-term development and the market competition strength or not. Moreover the compensation management is the key important part of Human Resource management. Comparing with other reforms of management, the reform strength of compensation is not enough, and it is not only caused by the influence of long-term system, but also due to its sensitive contents. This article selected a Japanese invested enterprise, Rl to be the object of research, take the research to its existing salary system existence question and the reform direction.Rl was established in 1996, belongs to Japanese invested enterprise. Since its establishment, it continues using the compensation system with Japanese enterprise characteristic. Although the compensation structure has had partial improvements in the developing process, it has not considered the reform from the entire system angle. This article divided into three parts to analyze the Rl existing system gradually and to propose the system reconstruction plan based on the analysis.The first part of this article described the Rl Corporation's background and the existing compensation and performance system characteristic.The second part clarify the related connection between the employees' performance and compensation system through the comparison and inflection of different drive theories which used in the design of compensation system, also indicate the importance of performance factor in the reform of compensation. Meanwhile, through some methods such as the market investigation, the expert inquires, horizontal communication exchange, we carry on the analysis to the present actual compensation system models. Also anatomize the Japanese enterprise, the European and American enterprise as well as the state-owned enterprise's culture, in order to seek the profession characteristic and the cultural root of Rl existing compensation system. Some compensation theoretical modelswhich on the foundation of theory and the real diagnosis not only have promulgated the present compensation research direction, but also gave the case enterprise some reference to design the system.The third part along with question launching, on the base of theory union and real cases' analysis, carries on the redesign to the case enterprise Rl compensation system. Firstly through the questionnaire survey, carried on the analysis to the staff demand. By linking the theories on demand it show true demand of staff, and discuss how does the enterprise combine the staff demand with the enterprise human resources goal by clear purpose and suitable method. Simultaneously the market salary investigation carried by consultant firms, provided the system reconstruction with some market data for reference. On the foundation of the above analysis and investigation, we carries on the reconstruction to the Rl salary model from four aspects. These four aspects are: Internal uniformity, exterior competitive ability, staff contribution and compensation management. In it, we utilize the quota factor analysis comparison test, the market demand model and so on to do the concrete design of the compensation system.The research of this article using the methods by determining the nature and measurable ways, through kinks of investigation and analysis, combining the theory and real cases, anatomized Rl company's compensation system from the goal of enterprise business and Human Resource, meanwhile after the analysis of many real cases, the article bring forward the reconstruction plan, and forecast the affection of the reconstruction to the Human Resource management. The plan is proposed to be given to other Japanese invested companies or foreign invested companies for reference on their compensation system reform.