Salary System Redesign Of HY Company

The salary management is the core content of enterprises' human resource management Rensonable and valid salary system can not only validate to stir up the initiative and activity of employees ,promote employees to work hard to realize enterprises'targets,and increase enterprise's performance,but also can attact and reserve a employee team with good qualities and competition abilities under the knowledge-based economy where the competition is increasingly fierce.Now, A lot of the state-owed enterprises like HY Company face such problems as the unreasonable consruction of salary system,serious average doctrine, lack of adjustment of the salary system, little incentives to the important employees, the lack of long incentives and so on. HY Company, a state-owed structural enterprise which subjected CHINA STATE CONSTRUCTION ENGRG CORP., To desolve it's main problem of salary, First, the paper systematically summarizes the basic theory of salary management and the history evolution of salary theory . Then it expounds in details the competitjon theory , faimess theory and encouragement theory in salary system design , as Well as the economic value and validity of this system when it formulated, thus lays a foundation for the following part. Later , through the assay of real salary situation in HY Company and by analyzing the existing salary system , the paper takes apart problems lying in the previous system of coherence deficiency , low transparency , poor flexibility and no connection with practical performance , etc , It also points out the causes of them. After that, it discusses the purpose and necessity of salary system improvement , defines the overall thinking of designing salary system and the principles that it should adhere to .starting from job description and post appraisal to build the system of salary based on position appraisal.Consepuently,post appraisal is the key of this system. According to this company, we take three key element laws to assess post which makes the salary system more tational and scientific. on the basis of post analysis and adopting factor-record method, the paper appraises on post and rearranges the salary for different staff in the company by means of survey on salary .For salary with SCNLOT managers, it devises annual-wage salary system. For technicians and common managers, it adopts a structural wage system that gives priority to post salary . For staff with production and service , it designs a structural wage system that integrates post wage . At last, the paper makes a brief analysis of the improved salary system ,then puts forward some specific measures and suggestions for further execution. Its final purpose is to help HY company remain relative advantage in current hot competition environment with empoyee's creativities, enthusiasm and initiative working attitude.