The Design Of The Salary System Based On A Company In Kaifeng

Henan Kaifeng A Metal Engineering Company Limited is a small and medium-sized enterprises, in the steel industry in the context of rapid development, enterprise benefit is good, it is in good operating efficiency of masked enterprises exist many management problems, especially the loss of human resources has seriously affected the sustainable and rapid development of enterprises, more than 70% employees think human resources management has an impact on enterprise development strategy, wherein the core topic for salary management. Compensation factor is to attract talent, motivate and retain talent is crucial, especially for the rapid development of small and medium-sized enterprises. Because of its social influence is small, the work environment is bad, the work intensity is large, a variety of welfare and security is weak, so to attract talent ability is weak, therefore to establish a scientific and effective salary management system becomes the small and medium-sized enterprise fast grow talent important way.In this paper, through in-depth investigation of Kaifeng A metal engineering company current situation, understand its strategic development direction, the compensation management problems in-depth analysis and research, with the intention of standardized procedures and methods for the Kaifeng A metal engineering company tailored a fit of salary management system. This paper is divided into three parts, the first part, introduces the writing background and salary design program; the second part, analysis of the Kaifeng A metal engineering company compensation management problems; the third part is the main body of the article, this part of the Kaifeng A metal engineering company compensation system optimized design. The main research methods are:through the external salary survey to understand the industry and the Kaifeng region post salary level; through job analysis to determine the post duties and post value factor; through the study of the internal and external context to determine compliance with the Kaifeng A metal engineering company development needs of the compensation strategy; through the use of factor set point method of job evaluation scale, by the internal and external experts for each post value is given to the assessment of job evaluation; reference data, to different positions in the pay grade to be set, to form the scientific salary grade, make each job can get a reasonable level set file. Finally, with the management system, performance appraisal and other security measures, to ensure the effective implementation of the salary system.The study on Kaifeng A metal engineering company compensation system optimization design is carried out, breaking the original unreasonable salary structure and salary grade, for different post design occupation development channel, realize the compensation the internal equity, external equity and fairness, realize the compensation function of health care, but also through performance assessment of effective implementation of the Salary Excitation function. After optimization of the compensation system to the Kaifeng A metal engineering company attracts, employing and retaining, to standardize the company’s human resources management system plays a positive role. At the same time, I hope, through to the Kaifeng A metal engineering company salary system reform process of the case analysis, to similar enterprise salary system reform to provide certain reference and guidance.