Studies On Salary System Of Jilin Diesel Engine Ltd

The competition of enterprises are talents' competition at first. Talents' competition is a competition of talent's system after all , and the salary system is an important respect of talent's system. The salary is a very important and commonly used means to encourage and attract the staff. Different total amount of salary and structure will cause different results. The factor influencing staff's salary can be divided into two kinds: One kind is internal factor, another kind is external factor. With the reform deepening of the market economy system,the government asks for the establishing of contemporary enterprise income distribution system to deepen the reform of it. This reform is imperative for the state-owned enterprises. By drawing lessons from the successful practice of foreign enterprises and with thinking of the actual conditions in China,the suitable income distribution model for the most enterprises is that the post is an important factor and with considering the length of their service,and enlarging the proportion of their performance. There is still some difference comparing with the foreign model of the distribution because of the state-owned enterprises'limitations of the systems. No matter which kind of salary systems can not be suitable for all enterprises. To some concrete enterprise, may not have the so-called best salary system. The salary system is only relatively suitable for . It can be a system of a certain salary, and can be the associations of several kinds of salary system. The principle chosen is whether this salary system adapt to the concrete environment of enterprises. So, we can not leave to the analysis of the environment of an enterprise in design of enterprise's salary system scheme. In this paper,the salary system is designed based on enterprise actual situation. This paper makes comparisons exhaustive description and analyses to institutional framework , personnel state and already existing salary system of the company in order to find enterprise existing problem in management of the salary environmental analysis. Thus offerring the basis for choice of company's salary system . This paper emphasizes the functions the quantitative and qualitative analyse method to mainly study the problems during the practice of post and their performance in the above-mentioned enterprise based on the theories of Maslow's Hierach of Needs,Herzberg's Motivator-Hygiene, David McClelland's Need for Achievement,Victor H.Vroom's Expectancy and J.Stacy Adams'Equity, to deeply research the linking-up index of the personnel's performance,the department performance and the enterprises'gains and the distribution model,to point out a new appraisal method of the personnel and departments according to the existing,to design a new post and performance distribution plan suitable for the different posts as for production post and administrative post,so as to improve and design the above-mentioned enterprise's staff post and performance income system. In the end,In order to encourage the aggressive of each kind of post officers, this paper insists with the post and performance wages system for the base wage system, studied various salary mode for the special post, This paper has designed the operator's long , short-term incentive mechanism separately --Stock option and operator's yearly salary system; Based on the different working characteristic of sales force, this paper encourage that sales force personal performance salary and group's achievement get in touch closely to propose, and keep unanimous principle with its personal work performance; For researching and developing personnel, successful research and development project should pursue the benefits-sharing as...