A Chinese Railway Design Institute The Engineer Total Rewards System Design

With the promoting pace of state-owned enterprise, survey and design enterprises stepping in, domestic survey and design industry will gradually keep pace with the market. In order to stay in the invincible position in the tide of market, domestic survey and design enterprise should first change their management system. As the core of the modern management system, human resource management has been paid more and more attention of the managers, and performance management, as the core of human management, is now put on the agenda. This paper, taking an engineers from a survey and design institute of China railway as the research object, aims to design a set of comprehensive compensation system, and motivate engineers’working enthusiasm and motivation, make the design institute stay in an impregnable position in the market competition. Firstly, by means of literature research and reference, this paper learns the basic situation of the survey and design institute, the enterprise culture, as well as the current compensation system and other related content. By means of questionnaires, interviews and other methods, we understand the local staff members’level of satisfaction for their pay. By summarizing and analysis step by step, we find the problems that exist in the exploration and design institute of salary management system and why it happens. Secondly, based on the research of the found problems and in combination with compensation management related theory and research results, and the engineers salary management system in the same industry at home and abroad, we determined the design ideas and design objectives of compensation system, and designed a set of economic compensation system and non-economic nature of the compensation system of comprehensive compensation system. This design of economic compensation system is mainly committed to building a focused individual performance and the external environment linked to the basic wage system; Enterprise performance and team performance bonus system; flexible welfare system. The economy in the context of the total wages compensation control, give full play to the role of economic incentive compensation of employees. In its non-economic nature of the compensation system, the focus of this article is designed to establish a variety of mechanisms for promotion of professional and technical personnel, build and enhance the competitive mechanism of this post, establish various soft incentives and long-term incentive system as well as supervision and performance management to mobilize the enthusiasm of employees and promote the exploration and design institution sustained and stable development. Result of this study is a relevant guidance to the salary management of domestic engineers and a reference for those enterprises which is facing the similar problems in salary system reform.