The Analyze And Countermeasure Of Salary Management In Ningbo Water Supply General Company

Modern management science tells us that the competition between enterprises is after all thecompetition of human resources. Furthermore, a efficient and scientific compensation management is oneof the key to assist companies to capture the first chance. compensation management is a double-bladedsword, which could attract, retain and fully realize, when properly being used, the potential of existingpersonnel. On the other hand, it will incur a negative, sometimes disastrous consequence.With the grooming of market economy, as other companies, traditional water supply companies havebegun to focus on the important role of salary management in their development on their way to merginginto the tide of market competition. They have realized that the uncompetitive, non-simulating and unfaircompensation management model does not meet the needs of the market. It is extremely urgent to build upan efficient, scientific and systematic compensation management system.the paper will start from introduction of compensation management theory, with reference to the specialty of the industry where the company sits. It analyses the existing compensation management system in Ningbo Water Company, to find out problems, e.g. compensation structure, promotion channel, unfair staff groups, transparency, etc. It provides some targeted solutions and raises a brand new system based on comprehensive and differentiating compensation mode. i.e. three aspects of the compensation based on broadbandcompensation theory (fixed salary plus performance salary plus welfare); mid-level management groupssalary based on the overall company performance and profit; more career development to helpprofessionals and technicians; and iron different compensation package across difference staff groups andimplement matching plan of compensation system upgrade. It is expected to be a useful reference to otherwater supply company.