The Research Of Compensation Management Of Jinzhou Petrochemical Company

The subject of research mainly involves the key components of Human Resource Management-----Design and Incentive of Compensation System.Compensation Management is not only the heart of Human Resource, but is the most sensitive, notable and technical part of it. Like a strong leverage, it attracts talents to work hard for enterprises and make full use of its efficiency. That we research how to raise the enthusiasm of employees as core assets by the effective policy and sound compensation system can help to accomplish an optimal balance between strategic objectives and basic demands of staffs. How much salary, which index for scales, raise, and incentives, these will greatly impact on the quality of labor.As a staff working for Compensation Management of Jinzhou Petrochemical Company (JZPC) man Resources Dept, my work was focused on the Compensation system including basic pay, allowance, pay-for-performance (bonus), welfare and others. Influenced by the system restriction and historical and cultural heritage, both of Compensation Distribution System and Incentives System are immature. It represents as follows:firstly, unreasonable Distribution Relations, no truly commercialized Incentive Systems, core talents (including core technology, management and operator) with relatively low pay and common labor powers with relatively high pay alternatively existed. Thus it's a tough problem to detain those outstanding talents resulting from reset capital of Human Resource was increased; Secondly, both basic jobs as Performance Assessment and Evidences on Distribution are insufficient; Thirdly, Assessment Classification among units within corporations are not scientific, for example, main production units and back-up service units make little difference. In addition, different staffs under peer pressure feel comfortable. To sum up, it isn't good for Income Distribution to guide the staff turnover. Lastly, working enthusiasm of personnel is not high due to discontent second-time Allocation Evaluation among basic units.All in all, this thesis is very meaningful for long-term development of JZPC, which inquiry new ways to improve the Allocation System of JZPC, perfect Internal Evaluation Mechanism and economical profit of the enterprise are bound up with the benefit of workers.