The Innovative Research On Salary Management System Of Military-civil Integrated Manufacturers

With the deepening of the world peaceful coexistence and common development,the strategy focusing on economy has been established in China, and the past RDM(Research, Development and Manufacture) system only for military demands hasbeen proved to be outdated to adapt to the new era characteristics, therefore it is aninevitable trend for state-owned military enterprises to pursue the military and civilintegration based on the current conditions in China. As modern management theorymentioned, the human resources (HR in brief thereafter) management should be inconformity with the strategy of the corporation, and salary allocation system is one ofthe core factors. Scientific salary allocation system is not only the bridge betweencorporation strategy and HR management, but also the key to increase the efficiencyfor an enterprise. Therefore, the establishment of a scientific salary system complyingwith corporation strategy is the core of sustainable development for ChineseMilitary-Civil integrated enterprises, and simultaneously the utmost topic for Chinesemilitary industry to explore Military-Civil integrated development model.Within the context of Military-Civil integration in Chinese military industry, thispaper takes Changzhi Qinghua Machinery Factory (Qinghua in brief thereafter) as acase to research the disadvantages of salary allocation system in Chinese classicMilitary-Civil integrated manufacturers. Based on the analysis on the disadvantagesof Qinghua’s current salary allocation system, this paper points out the direction andrequirements for the innovation of salary allocation system, and accordingly bringforward the complex incentive matrix and innovation strategies for reference forChinese Military-Civil integrated manufacturers. Concretely, the main innovativeconclusions of this paper are as follows:Firstly, the paper has designed and reconstructed Qinghua’s salary allocationsystem, and brought forward a full set of complex incentive matrix, characterizing bythe dynamic property (Information dynamic, Post dynamic, Techniques dynamic),multi-dimensions (Military dimension, civil dimension), multi-layers (Techniqueslayer, Management layter, Technology layer) and multi-target (Skill specialist,Senior technician, Key managing personnel). Secondly, based on the design andanalysis of Qinghua’s multi-dimensional salary management system, this paper hasdesigned three different salary classification management systems respectively formilitary workshops, civil branches and operation offices, accordingly forming Qinghua’s salary management matrix. Finally, this paper has integrated thecontinuous innovation mechanism into the complex incentive matrix and thereforedesigned out the long-term salary incentive system.