The Compensation Design Of Technicians In Heng Yang Steel Co.Ltd.

As an important component of enterprise's human resource management, compensation has extremely important function in absorbing and retaining staff and stimulating talents. So, the problem of compensation management has been concerned focuses of people all the time , it is an extremely sensitive topic too.According to the theories and methods of the modern compensation management, this paper analyses Hengyang Steel Tube (Group) Limited Corporation (in the short form of HG) original compensation mode completely and meticulously. On the basis of above, the paper puts forward a new compensation system for the technicians.HG will face fiercer international and domestic competition, the focus of competing with the rival in such aspects as resourc, market, talent will be talents' competition, and HG has no advantage in these respects. As compensation is important means of stimulating talents, it is very important to design the compensation system for technicians of HG for attracting and retaining staff and being in the invincible position in the competition .The mail problems of present compention system of HG are: (1) The compensation has been improper position in business administration, there is no correct realization to the function of the compensation; (2)The sureness of the level of the compensation lacks scientific basis. HG has only considered the relative regional advantage not the level of the trade in compensation level; (3)Equalitarianism is serious, there is no technological content of outstanding technicia- ns; (4)The forms of distribution are single; (5)The disposition of technicians is unreasonable, as a result, individual contribute and group's performance are inconsistent and personal ability can not be given play to.The compensation and compensation system for technicians of Baogang Limited Company and Nokia Company give us the enlightenment that the design of technicians' compensation system must consider enterprise's environment, compensation management should insist taking me as the core, adhere to people first, fully respect technicians' creative work and achievement.According to the characteristics of technicians in different posts and confirming the compensation system design principles of HG, the paper has designed compensation system on the basis of skill-ability-mode for technicians inmanagement and research and development; And the compensation system on the basis of performance for technicians in production.The operation of compensation system must be qualified to some conditions, such as optimizing the environment of an enterprise, the rationalization of organization framework, and the formulation of different systems.The reserach is valuable reference of the practices for the state-owned companies to design and improve their own compensation system for the techinicans according to the specific environment and the strategy of human resource management.