Broadband Pay Design Of JiLin Provincial Communication Construction Group LTD

This article is in Jilin Province,after serious traffic Construction Group staff interviews and a detailed analysis of the Jilin Provincial Communications Construction Group,the pay plan system, the concept of modern salary - Broadband pay traffic building design groups in Jilin Province is more applicable effective, scientific and reasonable remuneration package of new staff - broadband pay system.Salary management is the focus of enterprise management,enterprise management and most salary has a direct or indirect relationship. Employees incentive to work for the company there are many , but the pay is undoubtedly the most direct way. Salary management system is the most basic functions of management. Jilin Province Jilin Province Transportation Construction Group is the only company with domestic First Class special road and bridge construction qualification of large enterprises,facing an increasingly competitive market,oad construction, how to hold the talent, to ensure sustainable competitive advantage, which is Salary design issues must be considered realistic.Jilin Province has the current pay system Communications Construction Group, the program is plagued with problems:1,Pay more than the design level: a total of 21 levels,excessive pay levels likely to cause a lot of administrative work and to induce employees to focus on the level of wages and rarely pay attention to personal-improvement. 2,Compensation design level of increase is small: only one pay point each level,the nuances of jobs are likely to lead to changes in salary levels. But the wage is set to die,usually hard to say pay raise is difficult,is not conducive to the implementation of internal rotation system. Close to the salary level is not overlap. Thus, even if the staff with work experience and job skills gradually,and work very hard,if not raise the wage level, pay level of employees has been constant, and always stay in place,the same can not motivate employees and encourage staff training multi-skilled,no good for enterprise development.3,Salary construction project design consider the actual functioning of the lack of facts:Salary Standards Department of the project many different types of positions in different departments assigned to the same level package, is unscientific and irresponsible,the lack of an objective,pragmatic approach, is seriously out of project The actual operation of the Department of the facts,will not achieve pay incentives,and even play a negative role.4,The lack of humane care for pay design. Front-line officers and primary core layer construction workers pay income gap widening,construction of the construction industry completely ignored the facts, ignore the people's livelihood, payroll forms easily lead to internal conflict, tension staff discontent on the company to retain talent, cultivate talents, enterprises very unfavorable long-term development.Modern pay concept - broadband pay obvious advantages, as follows:1,Completely changed the traditional rigid salary structure, rigid vertical hierarchy. Reduced the level of difference between the work to meet the business needs of flat organizations, to improve the efficiency of the enterprise's operation and information flow , effective to enhance the competitiveness of companies and enterprises industry's overall performance.2,Guide the staff pay attention to the growth of individual skills and capabilities. Salary structure in the traditional hierarchy, the staff even if the capacity has been greatly improved, while the enterprise can not provide staff with more senior positions, salaries of employees ultimately not improve; and after the introduction of broadband pay, employees can work in even the case of posts to get promoted, enterprises with broadband can increase their employees pay more range of pay changes, employees need only focus on individual skills and comprehensive capabilities, in the same position on the continuous improvement of performance, the same can get more remunerations.3,To facilitate job rotation, promotion of employees in the enterprise ability to grow within the cross-functional,easy to provide enterprises with complex high-level talent. In the traditional pay system level,the vertical level to strengthen strict pay structure often leads to changes in the same job level does not give employees pay income brought about the increase in post parades around for new jobs inevitably require employees to learn new knowledge , normal mental strength pay increases , job performance decreased,it is difficult to make in a short time and good work,so staff are reluctant to accept jobs at the same level rotation. In the broadband pay system,As the level of wages is determined by the ability to decide and not by the job,the job rotation so that employees can work through the relevant functional areas of opportunity to enhance their combined capabilities, is conducive to career development of integrated planning, to make their own professional competence rising at the same time,also get more salary income.This design of the broadband pay plan system more in line with similar Jilin Communications Construction Group Building such a large construction company. In the broadband pay system, not only emphasizes job skills,wages of employees,also joined with the performance incentive pay system,through detailed design,the last employee wages each month is calculated as follows:Staff monthly real wages = Skill Salary + performance last quarter, wages / 3 + additional wages - the wage deduction.The new broadband pay system, there must be follow-up of security measures to protect its smooth implementation, the corresponding set of security system there:1,adjusting the organizational structure: flat organizational structure and improve corporate training facility.2,good performance appraisal work.This limited knowledge of superficial , for the Jilin Provincial Communications Construction Group discussed the pay system and design, really want Jilin Communications Construction Group's decision-makers to adopt and implement, through practice to test the practical effects salary package system.Theory comes from the practice, must also attributed to practice, and then sum up the experience needed to enhance the theory, which is an infinite loop order. Human resources is a theoretical system, bound to a summary and practice through continuous order to maintain a living of the times.