Optimization And Design On The Salary Management System Of SJY Corporation

With the market demand changes and increasing competition companies face in21st century, the core human resource of each undoubtedly inject inexhaustiblevitality to rapidly changing market. Salary management is one of the most importanttools in modern corporate human resource management. It’s a real and severechallenge for companies to effectively deliver and realize company managementconcept through salary management, and fully initiate employee, enhance bothcompany and employee efficiency to maximize the interest of company andemployee.SJY Company is the one company that professionally engaged in highwayinvestigation, design and bidding. The primary element to influence its managementability and competition is staff quality and their technical levels. Based on SJYCompany’s research, this essay makes a deep research on its salary system throughstaff satisfaction survey and staff opinion collections by interview, and make ananalysis of current salary system deficiency. SJY Company adopts salarymanagement system followed the public institution has been unable to meet the needsof the enterprise strategy development, and ignores employees’ other demands exceptfor the material demand. The egalitarianism discouraged the employee motivation sothat low morale and satisfaction spread the employee.This essay is based on the circumstance analysis of SJY salary management. Itresearches the domestic and foreign salary management theories, including salarymanagement concept, organization, function, and salary design principles, steps,methods. It creates an objective and systematic understanding for the SJY salarymanagement combined the reality of enterprise development and corporation, theoryand practice, quantitative and qualitative analysis to optimize a set of salarymanagement system design. According to the salary strategy of ‘the core talent market leading, the universaltalent market following’, SJY salary management system about employees indifferent grades and positions is completed, including organization structureoptimization design, work analysis, post valuation using28factors post method,design of the basic salary and performance bonus and welfare for the technicalworkers, sales, other function department staff to improve the salary structure setting.Finally, a series of things done to make sure the smooth implementation of salarymanagement in organization, culture and institution. It explains the necessity andurgency of salary management system optimization, broadcasts ideas, method,process and result, and eliminates employees’ resistance to the changes. The purposeis to initiate the SJY employee motivation and enhance the company core competition,realize company continuous development so that the company can attract the coreHi-Tech talents and cultivate, finally maintain them in the company.