Salary Design With Post Points (SDPP) For Shenyang Municipal Water Supply Company (SMWSC)

In 21 century, Chinese enterprises accompanied with the coming of new economic era are facing double challenges-Chinese social market transformation and global economy. In the more and more severe competition, human resources, as one of important strategic resources for enterprises, will be the most important element for production and enterprises' wealth, it has exceed real and capital assets. Salary management is a core part for enterprises' human resources management, it has played a key role on attracting, keeping, developing and motivating staff for enterprises. Thereby, salary management is necessary for an enterprise to motivate staff, improve enterprises'core competence, and realize enterprises'strategy.Shenyang Municipal Water Supply Company (SMWSC) has established for 90 years, it is a large state-owned enterprise, which can provide water supply, survey, design and construction services for customers. In recent years, SMWSC actively carry out interior transformation, and has got much progresses on staff recruitment, personnel promotion, salary distribution, competence improvement and staff motivation, at the same time, SMWSC has provided much contributions for changing former mechanism into free market mechanism, and balanced public water supply. However, SMWSC's has also faced more and more obvious problems accompanied with external requirement, they are redundant staff, inefficient work, and low interesting etc., those problems have become the barriers for SMWSC to develop itself. At the beginning of this year, SMWSC put forward a new proposal-"The Three Measures" which are about staff recruitment, labor allocation and salary payment, the new proposal selects Tiexi sub-company to be a pilot project for reforming to improve enterprise's management and increase enterprise's benefits.This thesis discusses salary payments with post points on SMWSC, including meaning of SDPP, basic theories, staff motivation and salary design etc. At the same time, the author also makes comprehensive, detail analysis for SMWSC's current status, organization and human resources, finds out a series of SMWSC's problems, such as old organization structure, lacking of promotion channel, and payment without staff motivation etc., the author tries to provides a new salary design with post points for SMWSC, which includes new payment system, post evaluation, provides some advices for the problems resolution, and at last points out the SDPP will be benefit for the staff consciousness of liability, exigency, and will be benefits for SMWSC's competence.