Improvement Research On The Design Of Compensation System For Tianding Chemicals Co., Ltd

With the increasingly fierceness in market competition and enhancement of staffmobility, stability in staff and talent retainment become the problem faced by the company,so the salary system in the company plays a very important role in enterprise management.In order to achieve strategic objectives and enhance the market competitiveness of theenterprise, we must arouse the enthusiasm of staff effectively. Enterprise competition isthe talent competition, so in order to establish a high quality team of human resources, wemust establish reasonable salary system. In this paper, considering the current salarysystem of Qinhuangdao Tianding Chemical Co., Ltd.(hereinafter referred to as TiandingCompany) and using knowledge of salary management and scientific research methods,we improve the salary system in order to promote better development of TiandingCompany.Firstly, through the investigation and analysis of organizational structure and humanresources structure in Tianding Company, We found some problems in salary system, suchas lack of market orientation, imperfect incentive mechanism, and subjective post value,etc. In order to enhance the ability of market-oriented in enterprise, arouse the enthusiasmof the staff effectively and build the core competence in corporation, design of salarysystem improvements becomes the priority of company.Secondly, Guided by modern salary theory, we improve the salary system according tothe actual situation in Tianding Company. Annual salary system is used for the upper levelmanager; Post performance and salary points-based system is adopted for the middle-levelstaff and below. In this paper, we use factor counting method to evaluate all of itspositions systematically by setting evaluation factors, points and weights scientifically,and then get the relative value of jobs. Furthermore, we confirm the proportion of postsalary and performance salary in staff of every level reasonably in order to establish amarket-oriented, scientific and effective incentive salary system. Finally, we take guarantee measures for the implementation of design in salaryimprovement of Tianding Company from the organization, system, culture and technologyfactors, making the salary system go smoothly.