A Study On The Dynamic Post-performance Salary Administration Of Qilicun Oil Production Plant

Salary administration occupies a very important position in enterprise administration. An effective salary administration system can not only encourage employees' work enthusiasm and creation passion but also make them work hard for the realization of enterprise goals and thus make greater achievements. Nowadays, Chinese economics and social development has stepped into “new normal state”. Energy demands will decrease further and “greenization” will cause deep renovations in energy consumption and production. Under such circumstances, how to construct competitive and incentive salary administration system becomes rather urgent for oil production enterprises. For so many years, Qilicun Oil Production Plant has always been making salary adjustments according to post skills. In the process of enterprise real operation, there arise many problems such as employees' poor initiative and complaints about unfair salary, low motivation, lower salary increase speed than enterprise's profit decrease speed, and unmatching of individual's hard work and salary obtained.This paper did investigation about the present situation of this enterprise salary administration by means of questionnaire and discovered that the adjustment of enterprise salary administration should focus on dynamic adjustment to reflect fairness and be oriented to employees' performance. Based on comprehensive analysis, this paper firstly established the strategy of salary adjustment—changing the original skill-ranking salary system into post-performance salary system. Secondly, the principles of establishing dynamic post-performance were specified, including internal fairness, external competitiveness and dynamic adjustment according to employees' contribution. Thirdly, internal and external factors that influence enterprise salary level were analyzed to determine the standards of salary level. Fourthly, the employees were classified into two categories: managerial and technical staff and operational service staff. The post value evaluation method proposed in this paper was applied to the evaluation of all the posts in the enterprise to determine the ranks of post value and establish corresponding salary structure. Fifthly, a dynamic salary adjustment model for enterprise and employees was established. Finally, the salary administration system was improved from the workflow and standards of salary administration, and some suggestions were put forward for the implementation. It has a great significance for the similar enterprise salary adjustment and enterprise development.