Payment Structure Design Of Broadband Salary-HY Enterprise

Relatively speaking southern China, northern economy started late, human resources management concept is more lagging behind, but with the rapid development in recent years, many northern private enterprises have gradually realize the importance of corporate resources, employees. How to deal with the phenomenon of brain drain and turnover rates rising, maximize employees’retention and stimulate their enthusiasm and potential, is the most urgent business problem.As a young fast-growing northern private enterprise, HY company established in eight years facing a series of production and management issues, and human resources issues to bear the brunt. Firstly, human resource management is still belong to traditional transaction management, and unrealized closely integrated with the Group’s strategic planning. Secondly, with the growing number of staff, the industry continues to increase, as a result the existing payment system has been unable to meet business development needs. Salary inversion phenomenon is widespread which many employees believe corporate salary lack of fairness and reasonableness. Finally, managers seldom pay attention to employees career planning and encouragement, and there is no effective internal performance management system inner the enterprise. These all above issues have become an obstacle to the further development of the company.This thesis is divided into six parts. The first introductory part introduces the background and significance. The second section describes several current salary incentive theories, focusing on broadband salary to elaborate. The third part contains HY company overview, a brief description of the status of human resource and compensation system, and analyzes the feasibility of broadband salary. The fourth part is HY corporate salary system. For the main problems existing in the current compensation system, combined with the payment system design theory and methods, design compensation system for the company based on job analysis, job evaluation, and salary survey. The fifth part evaluates the payment system designed for HY Company. The sixth part is the conclusion, to further clarify the author’s view and pointed out that this article could be improved and improvement. This article aims to make fully usage of modern human resource management tool, design and improve the salary structure to solve the embarrassing problem currently faced by the company.