Salary System Redesign Of HengDa Company

As the incessant development and consummation of Chinese market economy,competitions of enterprises to physical and financial resources have gradually transferred to the competitions for the human resources, attracting, getting and keeping high-quality talents becomes the task of top priority of enterprises. But the mechanisms of contests, especially the incentive mechanism of salary plays an important role back the contest of human resource. A scientific and suitable salary system can give full play to it's functions of encouraging and guiding, espousing enthusiasm of the staff, as well as attracting and keeping outstanding talents, thus helps to improve enterprise's performance, making enterprises obtain greater competition advantages.Heng Da company found in 1948, was the Jilin area only has the municipal administration path, the bridge, the plumbing engineering construction level intelligence and the highway engineering constructs two level of intelligence large-scale municipal administration construction enterprises. In 2005 the process enterprise remanufacture, changed the private enterprise, passed through more than 50 years difficult imbarks, the company grows strong unceasingly, at present, grew into the municipal administration construction main specialized construction troop. In recent years, Heng Da company made some progress in the salary management aspect, the present salary control system to aroused staff's enthusiasm, the promotion enterprise in certain time produces the management the development and the economic efficiency enhancement positive impetus function. But thoroughly reforms unceasingly along with the socialist market economy system gradually establishment and the company, reaches the company the salary system oneself to have and to expose many questions permanently in the movement, the flaw more and more is also obvious, its existing wage level will unexpectedly struggle in the situation in the next municipal administration construction profession market which intense and the profit margin will drop to maintain with difficulty, also will not be able to satisfy the company by far to develop for a long time with the request which drove to the staff. Therefore, in view of reaches the company original salary system permanently the question, it is necessary to reach the company the salary system to carry on the redesign and the improvement permanently, achieved the consummation salary system, the promotion enterprise manage the strategic target which the goal the realization and develops continually.As a result of the historical reason, permanently Heng Da company since long ago in the organization and the personnel management aspect, basically continues to use under the planned economy system the rank wage system and the duty wage system, namely so long as the rank same or the duty is close, staff's salary basic consistent. Staff's salary is composed by three parts, namely the wages, the bonus and the welfare, in which wages by the post wages, the combined earnings wages and the job seniority wages constitution, the bonus including the project quality prize and the safe mass prize two parts, the welfare including the housing common reserve fund, cares for the aged the insurance money, the unemployment insurance money, the accident injury danger and the labor protection.In by the planned economy to in the market economy switcher advancement, Heng Da company to carry on some beneficial explorations permanently in the advancement personnel system reform aspect, for instance implemented the whole staff labor contract system, the cadre appoints the system, all levels of cadre competes hires the mount guard and so on, but because this question deeply the internal and external environment restriction and the question itself complexity, the sensitivity, to enabled the reform which at present implements not to achieve the anticipated goal. This article uses the questionnaire survey the method, understood from the intermediate deck regarding Heng Da company salary management permanently the cadre, the general management personnel, the professionals to the worker four kind of personnel the appraisal and the view, and has carried on the staff take this as the basis to the present salary system, the salary management aspect opinion investigation and study analysis, discovers Heng Da company present salary system existence permanently the question, namely lacks the human resources management the foundational work, the present salary control system does not have the integrity position system, the wage structure not to be unreasonable, the distribution according to work form is unitary, staff's achievements appraisal system is not perfect, these questions cause to Heng Da company to detain the talented person, to attract the talented person permanently, transfer the staff enthusiastic aspect the superiority to forfeit. The mess thought dampened the company talented person's enthusiasm seriously, the staff degree of satisfaction has been low, is present at work does not strive the phenomenon to be serious.The relaxed post rushes to be first, dirty, the tired post nobody will ask, the officialdom standard thought is painstakingly serious, therefore Heng Da company to urgently need permanently to carry on the salary reform.Heng Da company to complete the salary investigation earnestly permanently in the foundation, according to enterprise's actual situation, carried on has reached the company permanently the salary system redesign:First, salary system redesign earlier period preparation. Permanently Heng Da company this salary system reform the key point to lie in to the key administrative personnel and in the technical backbone distribution system. Regarding this stratification plane essential staff, the bare bone which the company proposed is the income marketability, the housing monetization, the drive obvious. In the union company's actual situation and the full consideration salary internal uniformity and under exterior competitive power principle premise, Heng Da company salary to drive permanently the plan the main purpose is must on the salary to the different post, the different contribution staff have the different repayment, then achieved the promotion enterprise sustainable development, the strengthened enterprise's core value, strengthens the staff to the enterprise development direction sympathy. The work analysis and the post appraisal are the salary design foundations, also is the human resources works indispensable. Therefore, this article uses the sea position appraisal law to carry on the work analysis and the post appraisal, by this determination position value relative sorting, unifies with the market salary investigation, establishes the company salary structure line, causes the salary system the design to be more reasonable and the science.Secondly, Salary system redesign concrete plan. According to the work analysis and the post appraisal result, according to staff's rank, the post appraisal score, the post characteristic all staff who Heng Da company divides into three parts, respectively is: Higher management, technology and ordinary administrative personnel (including project manager), production and service personnel, simultaneously unifies municipal administration construction profession own characteristic, Heng Da company salary distribution system to divide into the operator yearly salary system, the administrative personnel hillock firewood system, the project management personnel hillock firewood permanently according to the post deducts a percentage the system and the service personnel marketability wages responsibility system.Thirdly, Heng Da company salary plan implementation measure permanently. Carries out a new salary distribution system, is an extremely huge systems engineering, attacks people's traditional ideas directly, readjusts people's benefit pattern, has slightly carelessly, the enterprise will receive the varying degree the harm, therefore implements each step is earnestly very important. This article after the strict implementing procedure, the standard system construction, the enhancement salary management, the attention communication propaganda and so on four aspects proposed Heng Da company to improve the salary system plan measure permanently.The improvement program has referred to the labor market price in the design process, simultaneously has carried on the data contrast with the municipal administration construction profession in private enterprise, its salary standard has its rationality, the overall plan has the feasibility. Because Heng Da company permanently the salary standard and the profession standard identity, not only therefore, this plan to reaches the company permanently, also has the reality model significance to other municipal administration construction profession.