Research On Broadband Pay System Design Of The Zhuzhou Municipal Construction Co.,Ltd

In traditional salary system, salary often matches with a person’s position in an organization. In other words, the position is higher, the level of salary is higher. However, as the influence of an organization structure gradually become cut down, enterprise position number greatly compression, staff position number and promotion number is quite limited, which makes it hard to effectively play traditional salary system of the incentive effect. Thus transforming traditional salary system which only looks on position promotion incentive mechanism, it is necessary to introduce a new compensation system from that move away from the level limit of a single position. It can combine actual performance, thereby better promote enterprise long-term development; make it conform to the enterprise organization structure cutting down.Based on the incentive theory in salary, salary system design theory and broadband salary theory, in view of the characteristics and the present situation of salary management of the zhuzhou municipal construction Co.,ltd, this paper proposed a new salary management system reference broadband salary management. Firstly we deeply analyzes the development status, the organization characteristics and human resources management present situation of the municipal corporation, specific inspected the municipal corporation’s current salary system from the aspects of distribution scope, distribution methods and post classification position and so on. An objective evaluation of the existing compensation system, and puts forward the problems existing in the system, and introduced the concept of broadband salary, and pointed out that solving the countermeasure of the problem. On the basis of current situation analysis, the paper puts forward the design scheme of salary are as follows: First, using factor meter point method estimates the position of each post value score. And then, set up post rank list, each rank correspond to one fraction interval, and based on the post value into the corresponding points set points interval rank. Then according to their own actual situation and the market determine the entry point coefficient, according to the personal working ability determine cross coefficient, get each staff’s real wages. Finally, set into the employee of the company actual related data calculation, calculation results reflected the new salary design scheme is scientific and applicability. Finish after compensation system design, we have formulated the compensation plan implementation design, implementation safeguard and implementation effect of the expected, and for compensation system in the process of practical implementation scheme possible problems, we put forward the solutions.This paper is intended to China’s small and medium-sized enterprise salary theory application make some exploration and contribution, also hope to provide references to our industry and other enterprise that has similar situation, and to provide a kind of compensation system design scheme of advanced, operability and practical for human resources management of small and medium-sized enterprise in our country.