A Study On Post Performance Salary System Improvement Of Lianyuan Iron & Steel Group Company

Situated in the times when economic globalization deepenns increasingly, and the inside and outside operating environment for enterprise varies day by day, the enterprise is confronted with more challenges. Radically speaking, the competition between enterprises is the talent rival. Therefore, human resources management plays a key role in all kinds of management factors. The issue of salary is one of the key problems of human resources management, which refers to the laborer, enterprise, market, society, government and the like, and imposes vital influence on both macro and micro economy.This paper reviews the incentive theory, decision theory and the form of payment, and introduces the methods of post evaluation and the principle of post performance payment system design. On the basis, the article puts forward the ideas and methods of the study.Through summarizing the development of Lianyuan Iron and Steel Group Company (hereinafter referred to as"LY") and describing the organization structure, the text introduces the status quo of human resources and does the analysis. By using the questionnaire survey of the satisfaction of the old payment system, the article finds out the problems in the existing post performance payment system, thus analyzes and concludes the causes.Based on the diagnosis and analysis of the existing payment system, the paper proposes the advanced design for the post performance payment system of LY. Firstly, the affecting factors of LY payment system design and the thread of thought. Then, as to the employees on duty below middle-level management, including management category, technical category, production & operation & maintenance category, the unitive post performance payment mode that fits the actuality of LY has been designed, on the basis of regulating and optimizing the post management. The post performance salary takes the post evaluation as the base, the post wage as the main body, and the integral profit as well as the job performance as distribution criteria, so that the income gap among all units, departments and employees can be widened corresponding to the relative performance, which would motivate the advanced teams and individuals. Hence the salary strategy and corporate strategy could forward in-phase and adapt the speed and stable development of LY.There exist some obstacles for the implementation of post performance payment system in LY, for which the paper has proposed some solutions and obtained the favorable results. However, it should be noted that there still exist some problems in the post management and performance management of LY which ask for advancement and improvement in the further.