Salary Designing On Post Performance Of MM Soda Factory

In the market economy, it is more and more competitive. Particularly in regard to remuneration, the company is changing the law to change its pay model, it is necessary to meet the satisfaction, but also bring economic benefits to the enterprise. So, we are constantly exploring the perfect fight to develop a reasonable pay system.In this thesis, MM Beverage Factory, as the research object, through the SWOT matrix MM cold plant management to analyze the current situation, identify problems in business management, business opportunities for themselves what, what advantages there. Important is how to take advantage of these opportunities and advantages available to make cold drinks MM efficient use of plant resources, and improve revenue. Even more critical is the focus of the pay system MM cold drinks factory, what are problems and these problems make the actual situation of the new "job performance pay system."In argument, first put forward some theories related to this article. Such as: the meaning of management compensation, salary basic structure, in particular the introduction of the basic methods of job performance evaluation, performance management system is mainly used in the design of jobs and job performance of the balanced scorecard method of combining the key indicators to improve the pay system positions . Key performance indicators will be broken down, mainly divided into departmental and individual level. Key indicators by sector and individuals to assess the performance appraisal form performance appraisal MM cold plant factor, and then, through the formula to measure and calculate the position Performance pay.In addition, in this paper, add, subtract pay policy adjustments and completely linked to performance appraisal, through the performance appraisal system for the post MM cold factory a further adjustment factor. In this way, employees can make the opportunity for advancement, and performance appraisal system can be used to regulate and guide the work of the staff enthusiasm. As the new performance pay system established in the post cold MM needs to actually run the plant, which will break the old planned economy with the status of the pay distribution system, rationalize the allocation of bonuses. Distribution according to work, hard work and too little work, the less, the policies do not work will not be fully unfolded. The sector of performance, the position and performance of individuals go closely together to make pay more equitable distribution. Staff will increase enthusiasm for work, not only will benefit individuals, while also promoting the development objectives of the cold drinks factory.Finally, in the establishment of MM cold factory jobs pay system, the need to design a specific implementation plan in order to guarantee the effectiveness of job performance pay system. Part of the implementation of programs, including the determination of performance pay jobs, job performance to determine the base pay, job performance and employee compensation paid in the form of job performance pay adjustment. The position performance payment plan included the implementation of the recommendations in comparative advantages and disadvantages of implementation of the program and supporting program implementation of safeguards. Specific safeguards include the salary system implementation details, job descriptions, time and attendance systems, working time regulations, overtime and shift management rules, as well as the implementation of four phases Process.