Research On Compensation Management Of Wuhan Unicom Public Customer Response Center

Compensation management is the most important content of human resourcesmanagement, and it is concerned by every enterprise. At present, many enterprises use theSalary management mode of the planned economy era, the salary reform of many state ownedenterprise is left imperfect, this mode is unable to meet the demand of the new situation.In this paper, the author had mastered a large number of first-hand data, The author usedpublic customer response center of China Unicom Wuhan Branch as an example, he designeda Position-points salary distribution system. Firstly, the Job responsibilities was confirmed;Secondly, every post was evaluated, there were several dimensions such as the impact on theorganization, the number of the scope of duties, the independence of responsibilities,communication skills, qualifications, the complexity of the job, creativity of the job, workingenvironment and so on. Thirdly, every post was compared with the social average salary ofWuhan, and the competitive power of each post was evaluated. The conclusion was that theposition-points salary distribution system could solve many problem of state-ownedenterprises. The thesis suggested the technical department of State-owned Key Enterpriseshow to solve the problem of compensation management，and explored how to deepen theSalary reform of State-owned Key Enterprises.