Water Group Full Incentive-based Pay System Research

The salary is not only the enterprise for obtains the service to pay for staff's cost, but also arouses the staff enthusiasm, the initiative and the creative cardiotonic. To organization it is the primary factor to attract and detain the talented person and it makes the organization to maintain the good achievements. The salary fairly pays or not, and the staff salary degree of satisfaction height is the confusion to many corporation at present. Therefore, how to assort with salary between the organizes and members in salary question contradiction, and how through the pointed salary policy and the salary manages to enhances the member's salary degree of satisfaction, thus provides the crucial strut the organization is a reunderstood of the Theory of Motivation under the new economical situation. At the same time, it has the extremely important practical significance to the salary management theory development.This article expatiated deeply the study and design of the Wort group salary system from theory and practice the two aspects, and established a set for the Wort group "to have fairness inside, have the competing power outside" salary system. In to the Wort group existing salary system comprehensive diagnosis foundation, it has carried on the salary systemre-engineering to the group company. This design proposal has involved the salary system guiding ideology and the principle, the pattern and the structure, the salary relative standard, each series post salary concrete plan. The hope for following provides the more completerationale in this domain thorough research, also establishes thesalary motivation for the modern corporation to drive the mechanism provides the model. By satisfies the reform practice the needs of our corporations that the corporations could adapt the overseas advanced management pattern competition and the competition for talent, the adaption of globalization and new economical development after being WTO entry.