| Under the market economy conditions, the salary reward is an important reflection of human resources value ,the scientific salary management system is the key point to resolve the problems of human resources , and it is the basic problem for the management and development which all companies should consider . Zhuzhou Cemented Carbide Group Corp.Ltd.( Abbreviated as ZCC) is set up in June of 2002, which is based on the overall structural transformation of the original Zhuzhou Cemented Carbide Works . As a large state-owned enterprises , ZCC all along adopt position and skill salary system, it belongs to a typical health care drive under the history which pays more attention on seniority and contribution accumulation . In order to adapt the market competition, activate the current human resource and highlight the stimulation for employee's ability and contribution , the most urgent thing is to reform the salary system .This paper does a review and study firstly for salary theories on the current research situation and achievement in domestic and foreign countries ,explains the topic's background and significance, then through diagnosing ZCC's human resource management system and salary system ,analyzes the existing main questions of the structural salary system which is in use now under ZCC's current line -function-system organization structure . As per the comprehensive analysis which is based on the diagnosing results , some main problems have been found . For example, the equity is not enough in current salary system, the salary can not reflect the personal comprehensive ability , the new employee's salary is lower than the industry's average level, it has no large attraction for capable people , the testing method is single , there is no high welfare in state-owned enterprises , and so on .According to human resource management philosophies and salary design theories and methods in modern enterprises, combining ZCC's whole development strategy and human resource middle- term and long-term program , brings forward a design project of salary pattern which takes post wage system as basic salary system, and fully reflects such salary design concepts as " salary decided by post, one salary for one post or various salary for one post,salary change following post change,different salary with different salary " Based on organization structure adjustment and post analysis , establishes a multi-factor-participation salary system which takes post salary as basic salary system , establish and improve the related performance assessment system. At the same time , establish and improve a performance evaluation system and experts salary adjustment method which is matched with the salary system .Finally it does a research for the implementation difficulty and countermeasures and does an evaluation for the implementation results. And through experimenting this salary system in some selected units, we have done some modification based on the evaluation from the preliminary results.The establishment of new salary system can reach such aims as making salary promotion passage perfect, equitably evaluating employee's performance, stimulating employee effectively and supply serving for enterprise's strategy through salary allocation . |
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