Modeling And Application Research Of Salary Point System

Scientific salary system can potentially enhance the competitiveness of enterprises. Set up a scientific and reasonable and competitive pay system is a major challenge facing businesses. salary point system compared to traditional pay system have a stronger incentive to also help pay enterprise unified language, this compensation design method has long been the use of Chinese enterprises, which pay special regulation points to overcome the salaries too the average contribution is difficult to measure the state. But companies in the specific implementation of the salary point system, most of the existing compensation system set to change, companies do not know the salary point system design principles, design methods chosen are not scientific, there is no uniform design standards, which a series of salary point system causes problems in the implementation process even eventually lead to frequent pay reform fails, the system does not implement salary point in mind. Therefore, the actual situation of China’s enterprises, scientific and rational design of a wide range of application, the application of strong salary point system is very necessary.Introduction of salary point system to help enterprises to standardize the management and performance management jobs, and help increase their salary flexibility, this paper combines the theory and practice at home and abroad a lot of information on domestic and pay salary point system first made a difference Comparative analysis to identify common ground in the West, and the general procedure to give a theoretical basis salary salary point system design. Then for the difference, the paper compares the traditional "native" salary point system that many jobs pay point system and learn from the experience of the West, "the West" pay point making a comparison of multiple dimensions, found that "local" pay point system settings consider only job factors, and then come to the "West" pay point system is a more scientific and rational and comprehensive system, through its four dimensions that make personal dimension, a dimension position, performance and market dimensions of the multi-faceted dimensions of analysis constructed affect salary point system because the index system, and finally extracted according to its "M-3P" theoretical model. Finally, the "M-3P" theoretical model combined salary point system EHV Power Supply Bureau in Inner Mongolia pay reform program to verify the case.