The Improvement Research On Competence-based Compensation System Of Qiqihaer Tap Water Company

In 21st century, we are confronted with a new epoch, which is a quick-changed knowledge economy. All walks of life are facing more complicated competition and challenges. Human resources, of which the core is human, have set up the enterprises'core-competitiveness and strategy strength of sustainable development. The establishment and adjustment of management of mechanism aims at mobilizing motivation and innovation which get enterprises to make full use of existing and potential human resources. The establishment of reasonable and effective compensation system is the key of stimulating initiatives and motivation as well as making employees realizing the goal of the enterprises and improving the efficiency. It has a direct relation with the survival and development of the enterprises. There is no doubt that scientific and reasonable compensation design is an effective incentive factor, which can exert a very positive influence on the attraction and reservation of employees and even the improvement of the whole companies'operation. Otherwise, it may lead to the increase of the dimission rate, the declining of the employees'moral, the sharpening of internal contradictions. In a word, it is important for the development of the modern enterprises to study the insufficiencies and improve the current compensation system in the aspect of far-reaching significance.The research path of this paper was as follows. Firstly, the author put up with the research background, on the basis of this the author illuminated the purpose and significance of the present study. Secondly, we did some review on compensation management and gathered information about the reform of compensation management, which laid a theoretical foundation for the compensation management of Qiqihaer Tap Water Company. The third step did an analysis of the current situations of Qiqihaer Tap Water Company. And the author pointed out the main problems of compensation management and then the urgency and necessity of the reform. Considering the influence of internal and external environment, the fourth step drew on and brought into the advanced experiences from the domestic and abroad companies and explored the pattern of compensation management on the ground of the analysis of the current problems. The fifth step dealt with the reform measures of compensation management in details with the goal of enforcing the ability of competition to attract and inspire the excellent employees, including measures such as the reduction of compensation ranks, the increase of the variation of compensation in the same rank, the establishment of the corresponding performance evaluation system. These measures might be effective to the upgrading of job efficiency and set up a good example for the compensation of other private enterprises.