Theory And Practice Of Job Evaluation-based Compensation Design On State-owned Enterprise

Modern enterprise human resource management requirements of establishing a modern compensation distribution system adapted to the modern enterprise system and the requirements of the market competition. Nowadays, there are three kinds of compensation system on the international: job-based pay system, skill-based pay system and competency-based pay system. I mainly research the job-based pay system in my dissertation, and will not go into another two systems. Job-based pay system should be established on the base of job evaluation.Through the job evaluation, we can make sure all the post value in the enterprise and contribution rate to the enterprise. And use it as the basis for determining compensation levels and compensation distribution system, so as to manifest the internal equity of the compensation distribution system.The dissertation comes from a project of a state-owned enterprise's job evaluation and human resource management. First of all, this article research the method of job evaluation-based compensation design, using labor economics and modern human resources management knowledge, adopting the combination of qualitative and quantitative analysis, comprehensive analysis and comparison analysis, and so on research methods, and according to the Beijing SY Group's actual situation, then, utilize the theoretically methods above to the practice. This article mainly divided into five parts: The first part described the paper research background and the significance as well as the content and the methods; the second part described the outline of the job evaluation and the compensation design; the third part introduce the method of job evaluation-based compensation design in detail, combining modern human resource management related theories; the four part introduce the method of compensation design based on the job evaluation used in practice, take Beijing SY Group as an example; the last part is a summarized and a pending further research.In this dissertation we both have considered the state-owned enterprises' universal characteristic, and combining the enterprises' actual situation. Therefore, the method of compensation design we used for Beijing SY Group, and the compensation system we designed has strong operational, and also can provide the reference for the similar enterprise's compensation design.