The Salary System Reforms The Project Research Of Dezi Wood-industry Company In JiLin City

Salary and with its related income allotment problem,It is one of the problem that people are most in times gone by and all for concern。In fact,each stage of run by private capital at develop,assign to internal salary in business enterprise system design and incomes the quest of the mechanism have always been and then have no to stop,having been entrepreneur an a little bit a little bit hot and difficult problem for concerning。If say that the past traditional planned economy system limited the words that business enterprise salary system reform, when china joined the WTO,the market economy system manage the mechanism to have obtained the very big improvement with the business enterprise, reforming to provide the basic prior condition for the salary system of the business enterprise。This text passes to the institutional research in salary in modern business enterprise and Dezi in Jilin in combination wood industry company( below brief name" Dezi in Jilin") of actual circumstance,at the foundation that analyze the Dezi in Jilin the salary system the present condition and existent problem on,and the management layer that face the business enterprise expatiated the reformed meaning with the theories according to,put forward the homologous reformation the project at the same time,design an a set of sciences afresh finally of,stage in current development in company in orientation of salary system。One,Dezi in Jilin salary system present condition and existent problem The Dezi in Jilin establishes in August of 2002,is the house regard selling the virtuous the floor of Dezi as the main run by private capital,4 : current distribution branch, distribute primarily in Jilin City furniture building materials market。The company registers the employee's 121 people now,practicing the company management layer and promote the branch with sell the employee" x-rated management" mode, adopt the typical" working talent business system" type organizes construction, along the salary construction of the traditional" wages+ award" with salary system。Develop continuously along with the company, Dezi in Jilin because of salary system, single salary construction and lower salary levels that come to a deadlock, resulted in the now company the employee run off serious with lowly and disadvantageous situation in morale, from but cause the prestige of the company with sell the sum has the descent, threatens seriously the further development of the company market competition ability, the salary system reforms the power at necessarily line。 Two,The meaning that Dezi in Jilin salary system reformThe importance of the modern human resource in conduct and actions in system in salary management system inside constitutes the part,salary management must development in accordance with the other human resource manage the working talent the work closely the combination together then can develop the biggest effect, the human resource manage the each working talent work must moderate talent the core competencies of the end formation business enterprise. Pass to analyze the salary management invites with the post design, employee of the business enterprise, the results investigates and trains with human resource to wait with development the other human resource the management the working talent a necessity for of relation, from but have to outing Dezi in Jilin salary system reforming with importance. Designs the salary system that in keeping with company develops present condition afresh, not only benefit to draw on the talented person and keep the talented person, promote talented person's advantage of the business enterprise, can but also encourage the employee the taxi spirit, promote the brand advantage of the product with the prestige advantage of the company, from but increase customer's loyalty with the sale sum of the company with sell the profits, end gather together the inside core competencies in company promotes. Three,The theories that Dezi in Jilin salary system reform according to Salary is value that a process for being expanded to by strategy dynamic strategy , inception labor and management labor around the market supply and demand relation pass a series of negotiation, strategy get a static price; When hire the hired labor in worked of process, with employer is in a period of time the labor force interacts the strategy in the progress of whole work, becoming this horary labor guerdon finally. Include the economic salary, to measure with the currency then of, such as wages, cash award, welfare( positive salary) and penal sum;( negative salary)Still include not economic salary, namely must not measure with the currency of, such as promotion, give public recognition with approve etc.. Salary since is a kind of cost that guerdon to organizes to provide to the employee, also isa business enterprise to expend, the substance is a business enterprise with a price for laboring this merchandise proceeding market commutation. For business enterprise to speak and is a kind of cost, is a business enterprise to purchase to labor the paying cost wanted, include to manage the cost, appropriation costs with investigate the cost; But for employee to say that is a kind of function, include the in expiation of function( compensate the labor consumes), encourage the function( encourage employee's morale), regulate the function( regulate the resources install) and coagulate function etc.. (1) writer according to the level of structure need theories of Abraham Maslow with Michael and second put forward with the need category theories of the Sen with the employee requires with for central need salary system.(2) the theoretical foundation in expectation in Victor Vroom ascends to establish to expect the salary theories model diagram with the expectation function: Expectation, connection and results.(3) the fair theories thinks, the employee not only concerns the acquisition that oneself passes by diligent the absolute quantity of the salary gets, but also concern own salary and the relation of the salary of others. It is concrete to ascend to have three layer meaning: While an equilibrium for that employee individual is fair, namely employee to oneself in devotion in the work and oneself from the work acquisition getting; Two is equity that the internal consistency that the inner part is fair, also is in the salary policy to often say, namely employee's; Three is competition ability that the together other business enterprise in level in salary that the exterior is fair, is to point this business enterprise to compare mutually.(4) organize behavioral science Steven? He thinks that encourage to include to satisfy/ contents with process these two big part, put forward to include to expect the theories, fair theories with enhance theories etc. various theories thought combination encourage the salary model diagram together, pointed out to encourage clearly with the relation of the salary.(5) the " big stick in carrot" is a kind of main salary form that England turn the industry, including three pieces: Guerdon, force with the norm. The " carrot" means the guerdon, the substance is a labor to compensate; The " big stick" then points of is a labor to force, the substance is punish; Two return a root the knot bottom is to points the norm, the substance is a reward to labor, passing the dispersion, abstract designation to encourage the employee work hard to work. Four,the Dezi in Jilin salary system reforms the project sets up and applied The salary system of the Dezi in Jilin reforms to follow with design the strategy, flexibility, human nature, gentle, the market turn, encourages the sex, fair efficiency looks after both sides and the legal system systemizes to wait eight principles for the sake of designing a salary of reasonable science system, passes by generally below six steps, then organize construction design, post design, post analysis, post evaluation, the salary makes...