The Small And Medium-sized Manufacturing Enterprises Pay System Construction Research

With the fast development of the global economy and the continuous change of the market environment, the competition between enterprises becomes increasingly fierce. As a strategic component in enterprises, the manpower resource management is one of the most important factors in maintaining the competitive edge, with salary being an important part of it. Therefore, reasonable salary design plays a key role, for enterprises, not only in attracting talents, stimulating talents and retaining them but also in their adjusting to the market change, working out efficient strategic plans, seeking survival and development, achieving its strategic goals.With the reform and opening policies going further, the development of small and medium-sized manufacturing enterprise takes a leading role in economic growth, employment, improvement of people’s well-being. However, according to statistics, the average life of China’s small and medium-sized manufacturing enterprises lasts only2.9years, far below the average level of the developed countries, on account of unreasonable salary designs. The salary issue has become a bottleneck restricting the development of small and medium-sized manufacturing enterprises. Therefore, in order to deal with the market challenges, small and medium-sized manufacturing enterprises should do well in their own design work. This thesis consists of six parts:Part I deals mainly with the introduction on research background, purposes and significance as well as the present domestic and overseas conditions.Part II is the comprehensive presentation relating to the theory, focusing on the outline of the basic conception, basic form, basic designing theory, function, of the salary. It also makes an introduction about the basic processes of the salary design.In Part III, the current situation of salary management in small and medium-sized enterprises is analyzed, with its major existing problems (such as the divorce between salary system and strategy of enterprises, negligence of procedural fairness of salary designing and a lack of due consideration for intrinsic compensation) being focused, and the causes of these problems highlighted.In Part IV, corresponding principles and strategies optimizing salary systems are put forward in view of the problems faced by small and medium-sized enterprises.In Part V, by analyzing and studying the salary system of one sampling enterprise, which is located in Bengbu City, Anhui Province and belongs to the category of small or medium-sized ones, existing problems and their causes are pointed out along with specific schemes for the salary system redesigned.Part VI, the conclusion part, sums up the entire thesis.This paper puts forward some pertinent optimizing strategies for salary management on the basis of the analysis of current situation and major problems faced by small and medium-sized enterprises, adopting a methodology of combining theoretical study (such as the Compensation Theory and the Motivation Theory) and empirical analysis. By taking a medium-sized manufacturing enterprise located in Bengbu as an object of study, and by improving the existing salary systems, the article redesigns a practical salary program suitable for its development based on the analysis of the problems and causes concerning salary management of the enterprise, in the hope that the salary scheme could not only play a constructive role in assisting the enterprise to attract, motivate and retain qualified personnel, but it could also serve as a model for other small and medium-sized enterprises to follow in salary designing.