The Pay System Study Of Hefei DongYi Auto Parts Company

In any enterprise, pay system are an important component of human resources management. If a company does not have a complete pay system, or have an unreasonable pay system, It will seriously hamper the company's development. As our country has increased the intensity of the opening to the outside world and rapid economic development, the influx of large number of foreign-funded enterprises and private enterprises flourish, people gradually come to realize the importance of salaries management, a growing number of enterprises started to pay attention to the effect of pay management enterprises development.The enterprise this paper studies, Hefei DongYi automotive parts company, is a small foreign company, in the context of Anhui Province vigorously developing the automotive industry, the company is also developing rapidly, but the imperfect pay system has seriously affected the company's development. After an investigation, and fully with the company management communication, We has found that the company on pay management had the three main problems: First, compared with the local industry, the total staff salary is less; Second, the existing pay policy does not reflect fair , impartiality, not only did not reflect pay incentives, but lower production efficiency, Third, the welfare of employees enjoy less, the staff respect and care is inadequate and not pay attention to non-material incentives.In response to these problems, taken in interviews with management staff, to communicate with the general staff by the anonymous questionnaire, and combined with the observation, we reach an agreement of pay on the following aspects reform: First, design a complete set of the pay system, so that the various system modules play their due role; Second, increase the salary in the total amount of investment, and design the examination of the staff into the company's pay system; Third, against the company-specific problems exist, we increase the salaries of non-material content of the design and implementation; Fourth, in the survey, reflect better training programs to attract and retain staff as an important measurement to preserve and perfect. After the pay system design and put into use, in view of the operation of the pay system, we carry out the investigation. According to the investigation, we find the problems that exist in the design of the pay system and, modify them to better meet the requirements of the development company.