Research On Optimization Of JH Company Remuneration System Based On JYK Management

As one of the most important elements of Human resource managementprocess, remuneration management plays a key role for enterprises to attract, motivateand retain the key employees. JH company as a state-owned enterprise, has been usingthe floating wage system, which is more typical conservative remuneration system.Under the management of current JYK, the corresponding annual total remuneration isdecided by the examination results of the higher JYK, so enterprises should activatethe existing human resources according to the defined limits in order to rationalize thesalary distribution, highlighting the incentives to capabilities and contributions ofemployees, the most imminent reform is the optimization of remuneration system.First of all, the author has reviewed and studied the theories on research statusand results of remuneration and performance appraisal, demonstrating the researchbackground and significance. Secondly, there’s the systematically diagnostic analysisof human resources management and remuneration system of the JH company, findingthat the existing floating wage system have some major issues on salaries do not matchindividual performance, income and contribution is asymmetry, the salary system lacksincentives and so on. In addition, the author has explained the causes of above issues,analyzing the reform purpose and necessity of remuneration system optimization.Thirdly, the author has re-sequence the three major functions of job allocation ofcorporate management, professional and technical services, production operations andjob schedule proceeded from job analysis and evaluation in accordance with the degreeof job value, which is combined with production and management situation. Thisdissertation has established the new remuneration system the main salary system of thejob performance with the coexistence of auxiliary remuneration system, which is basedon the job analysis and job evaluation, and according to human resource managementand remuneration design theory, methods of modern enterprise, combined with JHcompany’s development strategy and long-term human resource planning. Meanwhile,the dissertation focuses on design of staff performance appraisal system, building a scientific and reasonable performance evaluation system. Finally, the author hasanalyzed and discussed on the potential difficulties and problems maybe encounteredafter the reform of optimization system, and put forward corresponding solutioncountermeasures. At the same time, the author makes summarized discussion ofinnovation and limitations of this research, pointing out the important aspect for nextimprovement and continuous enhancement.After the reform, the new remuneration system that considers performance salarysystem as the main body with the coexistence of auxiliary remuneration system,addressing the source causes of current outstanding problems, smoothing the salarydistribution relations as well as the regulation of the internal distribution management,thereby establishing adequate incentives, modern compensation system architecturewith powerful constraints. Thus to achieve effective motivation of staff enthusiasm forwork, activating existing and limited human resources for the purpose of serving thecorporate strategic services for the enterprise goals.