The Research And Redesign Of Salary System In GT Company

As the approaching of knowledge economy and the accelerating of globalization process, the competence of knowledge economy is the competence of talents. Human resource, as the strategic resource relied by enterprise, its function and impact is becoming remarkable day by day. With the development of increasing market competence, human capital formed by human resource with its core competitiveness, is the foundation of wining the competence. Therefore, it is very important to attract and retain talents, to express the biggest potential of talents through designing and optimizing the salary system, and this task is a vital part of human resource management in modern enterprise.Taken the staff salary system of GT Company as reaching object, basing on the general situation of GT Company and its salary actuality, with the relevant theory, the thesis has analyzed the salary structure of GT Company and the existing problems, and raised the relevant solution. The research is mainly focused on the following aspects:Firstly, the thesis researches the general situation and salary actuality of GT Company. In the process of analyzing the salary structure of GT Company, author finds the many unreasonable problems in its salary structure. For instance, the salary structure of senior executives is the same as common staffs which does not reflect the long term incentive effect; staffs do not know salary system and how to improve salary through personal striving, have no idea of what the salary system encourages and the relationship between company strategy; the salary structure is complex and scattered, the calculation rules are different in every salary item; the ratio of salary constituent part is unreasonable, stressing seniority pay and reducing the effect of performance pay, the system structure can not reflect the difference of post and rank, it also does not represent the deserving award and penalty about the performance of staffs; the connection between salary and performance is little, the performance assessment has its own big problems also.Secondly, the thesis redesigns the salary system of GT Company. First of all, the author analyzes the designing total structure of salary system of GT Company from basic principles, designing thoughts and basic designing process; then, the salary system is redesigned in terms of post setting and job analysis, job evaluation, salary survey and positioning, salary structure, salary grade-pay, employee welfare, performance-based appraisal method and salary adjustment etc.Thirdly, the author assesses the redesigned salary system of GT Company. After analyzing the advantages and disadvantages of the redesigned salary system of GT Company, the author puts forward the plan for improving the salary system of GT Company.