Research On Remuneration Problems And Countermeasures Of ZQ Company

Eighth session of the Third Plenary Session "decision" gives the new direction of SOE reform, further deepen the reform of state-owned enterprises has a wide range of influence and a major benefit. Salary reform as an important part of the reform of state-owned enterprises, has been a hot spot of social concern, but it is also a difficulty. ZQ company is a state-owned enterprises which fully participate in market competition, after years of development, sales of company have been expanding, but profitability and financial profit margins were shrinking, at the same time, their core staff mobility increases, the satisfaction of staff salaries continues to decrease.In this context, this paper analyzes the presence of defects and problems of ZQ company’s remuneration by evidence, put forward to improve the program and measures to establish wage distribution system with equity and competitiveness, in line with the direction of reform of state-owned enterprises pay, promote the transformation and upgrading of enterprises, enhance the core competitiveness to provide strong support and protection. Also we hope that this study will serve as a catalyst lead us to think deeply on the SOE reform and the establishment of corporate standards, reasonable, fair and efficient distribution of pay incentives and mechanisms.In this paper, the integrated use of literature, research interviews, quantitative analysis, qualitative analysis of several studies, combined salary and incentive theory, especially the reality of the salary structure and levels of ZQ companies in-depth research and analysis, summarized the reasons for the pay problems:(1) the human resources strategy and the pay adjustment mechanism does not fit with the company’s strategy;(2) the remuneration structure is designed not earnestly internal consistency;(3) the growth mechanism of company pay levels does not take into account external competitiveness;(4) job and performance evaluation criteria imperfect cause employee contributions and income does not match.On this basis, the paper design remuneration in accordance with the five principles: strategy oriented principle, internal consistency principle, external competitiveness principle, economic principle and motivational principle, put forward specific ideas and methods to solve ZQ company’s compensation problem,(1) to establish total payroll budget management and adapt to the dynamic adjustment mechanism of compensation;(2) to do the job analysis and evaluation as a basis and standard-setting salary structure;(3) to establish a scientific and effective performance appraisal system as the basis for the payment of performance salary.In accordance with the above principles, ideas and methods, the paper has been redesigned basic salary, positional salary and performance bonuses of ZQ company, and through large amounts of data and material, old and new schemes were compared.Finally, through research, the paper summed up several points of compensation design, but also pointed out the shortcomings of this study and future directions for improvement.