The Research Of Designing The Inspiring Salary System Of The Small And Medium Sized Enterprise In China

With the continuous development of socialist market economy of our country, an increasing number of small and medium sized enterprises have been established. At present, The small and medium sized enterprise is an important component of our national economy with their irreplaceable contributions to economic development. However, the present development of small and medium sized enterprise in China is not optimistic. The further developments are severely restricted by such factors as brain drain, talent deficiency and low efficiency. Nowadays, problems and faults are found in the salary systems within the enterprise, which largely attributes to the issue. So, the key solution to this problem is to design a suitable salary system according to small and medium sized enterprise own characteristics.This article, which is based on the modern scientific salary theory, through an in-depth analysis of the existing problems in their salary systems as well as a review of their enterprise characteristics and the actual situations, proposes that the initiation of an inspiring salary system be given the first priority. The inspiring system, which fully considers the performance, hierarchy, position and other elements of staff work, is specifically designed to meet the requirements of small and medium sized enterprise from an inspiring perspective. Efforts are then made to intensify the inspiring effect of salary. According to different features of all hierarchical staff, it designs different levels of salary structure and proportion.For senior managers, implemented with the length of the annual salary system of wages, set basic wages, jobs wages, performance pay, benefits unit to pay wages four of their function and role in the performance of wages, short-term incentive pay of 30%, Long-term incentive pay 70%, long-term incentive pay based on performance or term goal of realizing the extent of batches. For middle managers, implement the team performance-based incentive pay, the same set of basic wages, Status wages, performance pay, benefits wage unit, in the performance of wages to personal performance-based incentives, accounted for 30% of wages to team performance-based incentive pay accounted for 70% for the grassroots workers, to implement. Individual performance-based incentive wages, which the production staff, implementation of incentive wage system performance piece, set basic wages, the standard production incentive wages, over-production incentive wages, welfare wage unit. the sales staff, implementation of incentive commissions wage system, set the basic wage, business commission, bonuses, wage benefits unit. Meanwhile, it invents scientific and dynamic salary increasing system, so that the small and medium sized enterprise salary level could dynamic growth reasonably.In the study of design, uses Analytical Hierarchy Process (AHP), the Delphi method and other methods. What's more, the inspiring salary system has applied to JF company and have made studying of the application, combines the theory and practice, qualitative and quantitative, it can be said to some extent, to enrich the content of salary distribution system, and to provide an insight and reasonable salary system theory for the small and medium sized enterprises in our country.