A Line Production Staff Salaries Optimization Design

Talent is the key element to modern enterprise, hence human resource management plays a more and more important role in a company, and compensation and benefits (C&B) is the most important and complex part, while the structure design is the foundation of whole C&B system. Research shows that pay is the first priority when people hunting for a job, so a sound and effective pay structure can help company to survive and develop in the even fierce talent competition. More foreign-owned enterprises come to China with further development of reforming and opening-up, but advanced management experiences are somehow not consistent with local environment. So it's very important for multi-national companies to focus on local employees'demands, create more flexible and practical pay structure, enhance employees perceived values and improve pay satisfaction.Using modern salary management theories, this paper presented industry background and human resource structure of A company, particularly the characters of direct labor. It analyzes the needs of this population from different angles, such as education and age, and point out inconsistent parts and raises the improvement request. In terms of direct labor position, Manufacture Technician, this paper investigates the job nature, job requirement and re-designed position grade, and then it bases on the company's situation and strategic objectives to re-design pay range with utilizing real market data. In terms of perceived value of benefits program, this paper focuses on the needs of manufactory people, benchmarked with peer cut competitors and works out a dormitory proposal. At last, it also comes out with implementation plan and risk assessment. Here is a brief overview of the chapters:Chapter 1:Introduce the background, raise the improvement request and indicate research purpose;Chapter 2:Introduce pay concepts and relevant theories, especially elaborate theories related to A company's research.Chapter 3:Introduce the industry background and human resource structure, particularly analyzes characteristics of manufactory workers, call out issues and raise optimization needs.Chapter 4:Follow basic criteria and design methods, re-analyze manufactory worker job nature and position description, re-design base pay range based on new grade level; implement of local housing related benefits survey, analyze internal and external environment, work out proposal for housing benefits improvement.Chapter 5:Evaluate optimized plan, and do risk assessment.