Multi-track System Of The Tobacco Business Enterprises And Employment Conditions Under The Pay System

To protect the interests of country and the interests of consumers, the tobacco industry adopt a modern company structure as the adoption of central, vertical management. With the entry to WTO, although the protection of tobacco monopoly system, the tobacco industry has to face the impact of competition from foreign tobacco groups. Recent years, the tobacco industry has got a great progress in separating the management system form industrial enterprises and commercial enterprises, in constructing a strategic restructuring of tobacco enterprises, in the assets management, in highlighting the prefecture-level companies' principal status in the market, in adjusting the functions of provincial-level companies, in establishing a perfect corporate governance, and so on. As a result, both the modern property right system and modern enterprise system have been initially established under tobacco monopoly system. However, with the further development of reform in tobacco industry, various deep-rooted problems and contradictions present out gradually, especially the currently employment system, in which the post setting are not standardized enough, the wage structure is not reasonable enough, the evaluation mechanism is not sound enough, the income distribution readjusting system has not yet been established, the employment and distribution of the random phenomenon is prominent, is not adapt to the environment of reform and development right now. Whether these problems can be properly resolved will influence the healthy and smooth development of the tobacco industry. Therefore, deepening the employ and salary system reform is imminent.So, instructed by the incentive theory, based on the analysis of the existing tobacco commercial enterprises' salary system effect, pointing out the problems and causes, starting from the innovation of staff management, job analysis and job evaluation, this paper focus on both the personal performance and department's performance appraisal, and get a optimum design of salary system which is fit for the deepening reform and harmonious development of tobacco company. And the main results are as follows:1. Break the status boundary, and carry out the grade management. All the staff in the company are seen and called as the same "tobacco employee", without the status boundary by historical factors. And the staff management is changed from identity management to position management as well. 2. Assess the value of position scientifically, and do the position analysis scientifically, classified and grade. Rely on the scientific position value evaluation system, assess the relative value of every post; and classify and grade according to the characteristic of every post.3. Widen the job developing channels, create a multi-channel salary system and a new way for promotion. On the basis of existing job channels, establish a normal appraisement and engagement system of the professional, in which promotion is according to the professional technique, and in which planning the careers of employee is included.4. Establish a performance appraisal system based on achievement and ability, go up and down dynamically. Improve the examination system, get in touch the result and salary, and weigh staff's dynamic rise or fall of the shelf location with the total mark of the achievement that is converted.This paper is a kind of exploration of enterprise's salary system under multi-track employment system, and it bring the staff management, the job analysis, job evaluation, and performance appraisal into the large range of incentive salary theory, which is operational, practical and worth drawing lessens from.