The Salary System Design Of Daqing Oil Field Storage And Transport Sale Subsidiary: Based On Performance Management

Monopoly-based and state-owned, Daqing Oil Field Storage and Transport Sale Subsidiary operates in a traditional way. The salary is seniority-oriented, and the portion of the performance-related salary (bonus) is too small. Post wages of administrative personnel is only different by hierarchies, which does not reflect the value of different positions at the same level, and the assessment and recruitment is separate. These factors have restricted the enterprise's fast growth seriously. In this background, this paper wants to design a salary system based on performance appraisal management, in order to promote the transformation of the enterprise on management to some extent .The basic objectives of designing the salary system are : changing from seniority-oriented to performance-oriented, reflecting different value of different positions to the company, and improving the loyalty of the key personnel to the company.For "performance oriented", the paper first designed a performance-appraisal system of the Daqing Oil Field Storage and Transport Sale Subsidiary. The following is included: the design basis, the objectives and the content, selection of indicators for performance appraisal, quantitative methods, performance appraisal cycles, determination of appraisal staff of all levels, and choices of performance appraisal methods. At the same time, to make sure that the system be carried out, implementation program is also made, which mainly includes the appraisal management, monthly performance-appraisal plans, quarterly and annual performance-appraisal plans.Salary structure contains internal and external parts. Internal salary is derived from the job itself. The newly designed in this paper mainly refers to the external part, that is pay and welfare activities, in correlation with the company currency and in-kind expenditures. Currency salary includes core salary and auxiliary salary. The former refers to post wages, performance wages and job seniority wages; the latter includes year's end performance bonus and labor insurance. Welfare activities include business lunch, paid training and leave-with-pay. The core salary of staff is finally determined by post value evaluation results and hillock foreword, performance, and job seniority.Under the new core salary system, the mean of the monthly performance wage and the quarterly performance wage, the post wage, the seniority wage, consist the workers'monthly salary(including the quarterly performance wage), the post wage counts by B level, seniority counts by mean level, the mean performance wage counts by monthly performance wage puls one third quarterly performance wage. The workers'salary raise or hold in line except 9\12\13\14\15\16 line . The first four line has a obvious raising. These three goals has come true: changing seniority-orientated to performance-orientated, embodying the different values of different positions, and raising the key staff's loyalty.