| Yunnan Province, as an important province of the national bridgehead strategic implementation, states to develop the economy firstly. Qujing,Yunnan’s second largest city, by the shareholders wind,continue the development of a powerful economic entity. The completion of the state-level industrial park, the establishment of high-tech zones and the implementation of a series of measures, improve the the Qujing area of investment environment greatly. Beginning in early2011, the government took the lead, the departments linked investment promotion were held in Beijing, Shanghai, Guangzhou, Hong Kong and other regions. A large number of outstanding enterprises went to see Qujing and more than10companies had been stationed in Qujing Industrial Park, investing and building factories. Qujing Hebo Electronic Technology Co., Ltd. was established.Qujing Hebo Electronics Co., Ltd.,iformerly known as the Sino-Thai Electronics Co., Ltd. and Ju Teng International Holdings,produce various electronic products, parts and components. Human resources management system and the original enterprise had their own characteristics and specifications. However, these enterprises were moving into Yunnan, the original system and regulations were difficult to adapt to the unique humanistic culture in Yunnan, appeared acclimatized. So it is necessary to build a local effective management system.This article is in this particular context, Qujing Hebo Electronic Technology Co., Ltd. on the basis of full investigation and understanding, tubes, scientific management, quality of legislation plants in order to solve the corporate system requirements, improve the efficiency of Human Resource Management,build an efficient, optimized pay system and do an exploration.Investigation by the company’s employees to access the company’s management system, the transfer of the company human resources management scales and remuneration information. Eventually selected using the overall remuneration theories on company the original graft remuneration theory rebuild. The overall compensation theory is a more advanced, the use of a wide range of pay system, many enterprises are in flexibility to build a simple, easy to operate, high efficiency theory to planning their own management. Establish a "self-pay management mode in the enterprise, employees work from another level fell at all involved in the pay system established to maximize incentives to employees, to promote a good and fast enterprise development.The first chapter of the research background exposition and to develop a framework of thesis writing; Chapter II combined with the pay system at home and abroad for analysis, and select the pay system and the overall pay system compared to reflect the overall advantages of the system, and the overall remuneration theory brief introduction; Chapter three for the reality of the company’s human resources analysis, and find out the reasons. Chapter four in accordance with the principle and the principle of overall remuneration system design of the company’s pay system to build and advance planning to adopt a new system of safeguards, the smooth implementation of the overall pay system in the company.Due to my own reasons, coupled with the limited level, time constraints, inevitably impropriety in the papers mentioned in some of the analysis method, theory, and related pay system construction method, experts, teachers and students comments and suggestions the wing will make me benefit for life. |
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