The Research On Incentive Pay System Of Dalian Locomotive Research Institute Co., Ltd.

Pay system for modern enterprises to grasp, which is not be putted as a strategic perspective and such situation is much more particular in the state-owned enterprises. Enterprises should grasp the direction of employee motivation, and set up new salary system, with wage growth method to guide their career development, to pay attention to their own quality development. Companies should encourage employees through improvement of their own quality, through job promotion system, by year-end outstanding performance and by increasing the contribution to the enterprises to increase their value, so as to enhance wages. The new pay system should motivate employees to play a real role. Through guidance of pay system, enterprises should also motivate employees to improve and create value for the company while achieving their personal career development, so as to achieve win-win situation.This thesis, try to study the pay reform of Dalian Locomotive Research Institute Co., Ltd. as the research object. As a veteran state-owned enterprise, the existing salary system is not able to meet the rapid economic development. Salary structure adjustment can be achieved through performance decomposition, which will be helpful to increase employees'sense of ownership and extensively motivate employees through improved technology, conservation and other ways to reduce cost and improve efficiency, effectively achieve the incentive effects. In the original salary system of the company, the efficiency wage income of employees is relatively fixed. Performance changes of the company or sectors do not have any impact on the efficiency wages aspect, so called "Hanlaobaoshou" situation. Employees do not care about company's production costs and have weak sense of ownership. For any work, employees only concerned about whether the interests of their own was hurt and does not stand in perspective of the company and can not be conscious as master of the company. If the new pay system is adopted, company does not need to pay administrative costs, but to link the employee's wages and the performance of enterprises, to build up employees'sense of ownership, to establish the concept of conservation, reduce waste, to actively contribute to the company, and their income can be raised as well.This article begins with disadvantages of the company's existing pay system, then make in-depth discussion on principle to grasp and what should pay attention to in respect of founding new pay system. The author proposed to build wage function and the establishment of the concept of flexible benefits menu, and make specific theoretical approach. Wage determination should be jointly made according to the evaluation system and the wages functions, departments and sub-divisions. The author's flexible welfare menu research starts to explain with seven aspects from the total welfare budget, ascertain and distribution of point value, the welfare requirement assessment, benefits menu updates, benefits selection and statistics, purchase and payment, and cost effective investigation etc. The author hopes that these ideas can be of some help to the practical application.