A Study On Salary System Design Of Position And Performance For Redrying Factory Of SC Tobacco Redrying Company

The tobacco industry is an important pillar industry of China’s national economic development. It is also a major source of finance for all levels of government, especially the government located in tobacco-growing areas.In recent years, the State Tobacco Monopoly Administration has launched the reform of labor pay distribution system in industrial and commercial enterprises. The massive reorganization and integration began for the tobacco redrying enterprises which were marginalized for long-term since1999. SC Tobacco Redrying Company was established in this background.Compensation is considered as the element of the pay distribution system. Appropriate compensation can effectively help enterprises achieve the strategic target. The salary system factories used before they were integrated is quite outdated and unscientific. Therefore, they must adhere to the principles of fairness and efficiency when designing the new Position and Performance salary system which can solve the problems such as diversification of employee identification, complicated salary projects, confusion salary structure and the differences in income levels.The main part of the thesis is divided into six chapters. The first chapter introduces the background and proposed the problems of the salary administration in SC Redrying Company. The second chapter is the relevant theory of compensation system, motivation and what is so-called position and performance salary. Management authorized views are also introduced. The third chapter elaborates the personnel, post and department setting of SC Redrying Company. In the fourth chapter, a detailed analysis about the salary system which is used by Redrying Factories before the reorganization and integration is given. The fifth chapter introduces the idea and program of new salary system design for the Redrying Factory. This thesis uses literature research, comparative analysis, chart analysis and other methods of remuneration management system in the study conducted. The salary management problems are found and then analysing the causes of them and the corresponding countermeasures. The fifth part includes: Re-organizing the job analysis and job evaluation systems, determining the principle and method of salary standard. Finally, the thesis gives the results of implementing the new salary system while evaluating the advantages and disadvantages when it applies in the different factories. The direction of improvement for this salary system is also pointed out.