Implementing And Reforming The Salary And Reward System In Customer Contact With Personnel Of China Jilin Unicom

Nowadays the competition in communication industry market is becoming fiercer. Enterprises are facing double pressures of increasing income scale and realizing operating profit. The key for the success of enterprise rests with human factor. It has become the core tasks in modern human resource management including how to make the best of human resources, how to achieve the unity between enterprise objectives and individual goals and how to motivate the initiative of the staffs to well complete the tasks. It is the salary system that has become one of the most crucial factors throughout the core tasks. This thesis is supported by the salary design and project implement of Jilin United Network Communications co., Ltd to find out the solution theoretically and practically to the problems above.This thesis has made an introduction and analysis on domestic and foreign salary theory and discussed new trend on salary management and development. Later on, the thesis has analyzed the status quo and major problems existing in the salary plan, which exemplified by the salary of the people who the client of Jilin Unicom has contacted with. What’s more, the thesis has come up with a clear demand on salary optimal design. On the basis of theoretical analysis and combing the actual situation of Jilin Unicom, this paper has proposed the basis on post and a hybrid scheme which considers both management requirement and customer development quality. The adjustment is mainly focus on the proportion of regular salary and variable salary in the salary structure. According to the need of marketing management, I resolve the variable salary (i.e. royalty) into Danone royalty, increase income royalty and business development royalty. I have developed scientific and reasonable KPI appraisal item and method of application, which ultimately form the new salary system plan. The new salary plan has maintained the stability of the previous salary policy and strengthened purpose, effectiveness, competitiveness and inspiration. Salary policy involves the crucial interests of the staff. Due to the implementation of the reform is difficult, we adopt many safeguards measures like the previous pilot, focusing on stable cross, going to grassroots units, taking retrospect, implementing by stages, the curing system and so on to ensure the accurate performance of the salary system policies and obtain good effects.