The Research On Enterprisea’s Minister Annul Salary Conceptual Design

Enterprise A, a machinery manufacturing company, with the employees’ incomeincreasing relatively fast, has enjoyed rapid development since its business unitreform. However, the income growth rate of the leader in business unit is far lowerthan that of the employees, and the level of salary itself is lower than the level of thesame position in the same industry and the same area. Besides, an efficientperformance appraisal system, which is closely related to the salary, hasn’t beenestablished. In a word, the low remuneration levels and the deficiencies ofperformance appraisal system cause the lack of the effective incentives.The annual salary system, which can further enhance managers’ devotion tobusiness, indicates the level of the manager specifically. The implementation of theannual salary system recognizes not only the complicated task managers carrying on,which are of high-risk and innovation, but also the value of the managers’ competenceand contribution. The annual salary system belongs to remuneration system, with thepurpose to stimulate managers to realize the goal that company sets. In terms of workresponsibilities and work nature, there are many similarities between the managersand the leaders in business unit, but there also exist some obvious differences.Therefore, we shouldn’t simply adopt the same remuneration system and assessmentsystem that for managers when it comes to leaders of business unit.In line with the performance of companies in the industry, and through thecomparison of the different salary situation between the business unit leaders in thesame position, the same industry and in the same area, the paper has set the directionand the degree for the average salary. At the same time, according to the differencesin companies in terms of products, forms of production organization,resource-intensiveness, numbers of personnel, level of efficiency, equipment level andthe culture, the paper has differentiated the annual remuneration of those business unitleaders and explained the different methods. In this way, the paper has set the degreeand level of different business unit on the premise of the internal fairness. In addition,through combining the characteristics of company and the different responsibilities ofthe business unit leaders, the paper has established an evaluation index system in linewith the phased development characteristics. At the same time, the paper haspredicted the problems that may arise in the process of the assessing and put forwardthe corresponding countermeasures.The paper has conducted a relatively deep research on the remuneration methodsand the remuneration index in terms of remuneration system for business unit leaders, and has established a business unit leader annual remuneration program that suitscompany, serving as an example for the other companies to develop the similarprograms.