| JZ environmental protection CO. LTD is a high technology service enterprise whichengages in the construction, operating, data service of environmental monitoring internet.Founded in2009and all qualified, the company sets up a complete system of research&development, production, sales, projects, service and management. The company has foursubsidiaries and six regional offices, and two researching institutions, and three businessdivisions. The company has developed rapidly since its foundation and has built goodbrand advantages. However, limited by some objective factors such as regions,environment, human resource and the limiting conditions in the early development of aprivate enterprise, while developing fast, the company failed to give full play to thecompetitiveness, stimulation and fairness of the employee salaries, which is notconductive to the rapid development of the whole company. Therefore it appears urgentand necessary for the company to innovate and improve the salary system of theenterprise.With this background, the thesis mainly studied the existing problems in the salarydesign of the company. Through the ways of collecting and analyzing of the relevant dataof the headquarter and each subsidiary, in-depth interviews with the high-level leaders,the individual interviews and group discussion with the junior staff, the questionnairesurvey and analysis with the whole staff, the field visits and observation to some of thesubsidiaries, we obtained the data on the structure of the organization, post settings, thecurrent situation of the salary management and the culture of the enterprise. Added by theanalysis of the system of the company’s current salary management, we found out theexisting problems and came up with the thoughts and approaches to the solution of them.With the guidance of relevant theories of performance management and salarymanagement, we applied various analyzing methods and tools to analyze the collecteddata. With reference to the basic principle of the post review, we conducted the valueevaluation of212posts, which manifested the value of each post through unifiedquantized data. This system of remuneration levels reach above average and bettercompetitiveness, scientific and rational arithmetic difference on a more equitable and motivating. Being actually operated, this management system wins high praises andapproval of the staff and offers a powerful support to the improvement of the internalmanagement and the realization of the strategic goals of the company. |
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