Shandong Donge Gas Company Pay System Re-engineerin

Played by the system of pay incentives is a complex and changeable system, rational and effective use of incentive pay is a very worthy subject of study in today's enterprises. Enterprises which according to its own stage of development, business model and the development of competitive strategy, adapt to the design and development stage enterprises to effectively support its strategic incentive pay system, particularly from the business venture a view to growing high-speed, and never norms Stage management to standardize the management stage, a scientific and rational system to pay more enterprises is essential.Shandong Donge gas company economies of scale compared to the constant expansion, corporate human resources management in particular, pay lags far behind the rate of expansion, the problems mainly reflected in salary levels unscientific, the posts set wages based on inaccurate, And performance pay is not linked to performance appraisal not science, no incentive bonuses and the lack of benefits and so on, have severely constrained the company's development. In this paper, use of economics, management, and other multi-disciplinary theories and methods to design-related pay system based on the theory of the Shandong Donge gas company of the existing pay system and the existing problems have conducted in-depth analysis, in determining the company pay system Design of the guiding ideology, principles and objectives on the basis of qualitative and quantitative application of the method of combining the Shandong Donge gas company system from the existing pay salaries strategic choice of models, salary structure adjustment of status and salary levels Adjustment, performance appraisal system and other aspects of the restructuring and re-engineering. At the same time, the pay system for the protection of the implementation of the pay system developed the implementation plan.Based on the Shandong Donge gas company pay system re-engineering study, on the one hand help companies improve the remuneration of management systems, improve human resources management; On the other hand, the theory of knowledge and business practice, in practice In their training, while other similar companies pay for the system design Experience.