The Redesign Of Y Company Payment Systerm

Salary is one of the most fundamental and most important incentives. Because of the keen competition between brokers, it is a very important part of human resource management that how to grasp the fixed wage structure and the distribution methods of floating wages that conform to the rules of the market, as well as the combination of encouragement and constraint and the reasonable distribution of salary within the company. The securities industry is a typical knowledge-intensive enterprise, if a company wants to attract the talents, maintain the stability, it's necessary to ensure the staff has a competitive pay.Although the allocation of salary is based on job analysis and post value, which is also the reference standard of salary design, recently, most of the enterprise adopt a new policy----ability salaries. It's a reward for the skills, knowledge and other personal characteristics of staff. The fluctuation wages and the bonus are component elements of the floating wages. Both of them function as lever. The coefficient of the fluctuation wages, whether the bonuses extraction in accord with the market and the fairness of the distribution of bonuses, all of this will have an impact on the work team and business, then, a direct impact on the profits. In this article we discuss economic rewards---the narrow sense of salary.This article is divided into five chapters. The first chapter raises a thesis topic through an introduction of the background of securities, the current situation of the competition of talent and company Y. It also analyses the inscape of salary policy and situation of Y, and point out the major defect and corrective method. Chapter â…¡ describes the theoretical basis of the salary. Chapter â…¢ investigates the reform of the fixed wage. On the premise of that the level of the pay remains the same, readjust the wage structure by bringing in ability wage. Chapter â…£ describes the adjustment of the floating wage, the...