Construction First Bureau Of Ministry Of Large Projects Pay System Redesign

With the booming of market economy and the increasing of horizontal competition,modern enterprises are facing greater pressure and challenges. The ultimate influencing factorin market competition is the talent. Compensation system always plays an indispensable rolein attracting and retaining talents, and forming the core competitive. The design andmanagement of compensation system, directly concerns the success or failure of humanresource strategy. Perfect compensation management is advantageous to management strategyand corporate culture. It can also enhance core values and motivate employees to work harderand create more value. Efficient compensation system is also beneficial to control labor costs,motivate employees, improve competitive in talent market, increase staff’s work enthusiasmand sense of belonging, and integrate the enterprise＆employees as a community.This paper learned from modern compensation management theory, and analyzed theexisting compensation system and its problems in Big Projects Dept. of CSCEC. It can beseen that there are obvious problems in the existing compensation system, such as lack offairness and incentives, no significant performance effect, unitary salary structure, unsmoothpromotion channel, etc. Therefore, the author advised to improve the existing compensationsystem according to the company’s own characteristics and strategy. First of all, it analyzedthe existing compensation system, found problems according to the strategic objectives andenterprise culture. Secondly, it evaluated the post level through the process of job analysis,organization optimization, fixing persons and posts, and job evaluation, which is also thebasis of compensation redesign. Finally, it was advised to improve other human resourcesystems related to compensation, and support the new system in its implementation.Collected from relevant materials on the basis of theory, the existing compensationsystem for the Big Projects Dept. of CSCEC was redesigned based on the currentdevelopment condition, combined with the factors such as the particularity of industry, thenature of company and the market conditions etc.. The redesigned compensation systemshould suit to the industry and enterprise, make a fair payment both inside and outside, andstimulate work enthusiasm. The compensation system redesign in this paper can work as areference in CSCEC which the author is working for and construction industry.