A Salary System Of A Shenzhen Subsidiary Company Of J Company Based On The Hay Job Evaluation System

All walks of life have been in rapid development period, it also brings enterprisesbetween the increasingly fierce competition, and the core of competition is thecompetition of talents. A rapidly growing enterprise, echelon personnel how to keepup with the rapid development of the scale of the company? The reality and urgencyof clear to everyone, therefore, human resource management to highlight the growingimportance. While the performance appraisal is the key link of human resourcesmanagement, how to pass effective, fair performance assessment to retain talent, toestablish reasonable salary system to motivate employees, the enterprise has beenexploring the subject. To establish a scientific, reasonable, effective performanceappraisal system and compensation system, to better standard office personnel,guidance staff, makes employees more likely to work hard and stay in their jobs, digits potential, promote business goals and daily operating smoothly work.I n this paper J companies operating in the Department of salary system for casestudy, combined with the current salary system research theory, selected by theUnited States Hay group Hays systematic law of post evaluation method: assessmentof the value of the position, and through more objective score calculation to determinethe positions of the grade, to work out applicable to J company’s compensation systemand obtain remarkable application effect: the human cost is reduced, the staff’senthusiasm, improve the incentive effect, enhance staff-to-business identity can alsobe enhanced. Finally summed up in the current enterprise division comparison ofthinning of the mode of operation, in the hope that long-term sustainable and healthydevelopment of the medium and large enterprises, Hays systematic assessmentmethod to get the compensation system, it is quite appropriate.