Y Company Salary System Optimization Program Design

With the development of economic globalization, the competition in the market has reached an unprecedented level in the global scope. Human resource management has gradually become the key to strategic resources and core competitiveness of enterprises.Compensation as interest connection link between the enterprise and its employees, its role is not only to provide life insurance for employees, but also enhance the staff sense of belonging and centripetal force to business, to create more economic benefits for the enterprise.Under the background of economic globalization and information explosion, in the face of new things are emerging, employees demand is showing a trend of diversification gradually.Therefore, the enterprise senior management must consider how to use the scientific induction method and the system design for the enterprise to design the suitable own development salary system.Y company is one of the earliest enterprises in China to enter the heavy transport aircraft industry.Since 1956, the company has made remarkable achievements in the industry share, the annual sales volume, price earnings ratio and other indicators.But with the change of economic development and industry competition situation, the original salary system existing problems appear constantly, the salary system of backward and distribution institution unreasonable become shackles to influence the development of the enterprise. Therefore, the use of scientific and systematic approach to establish a set of both to meet the needs of the development of the industry, but also to meet the characteristics of the pay system, has become the urgent need to solve the problem at the current stage of Y.This paper begins with the introduction of the background, the purpose and significance of the study, and then on the basis of the research results at home and abroad to sum up the relevant theory of salary design. Then the author through the questionnaire survey method analysis the current salary system of company Y, the Y company’s performance appraisal system is not perfect, business personnel salary design and post salary design are unreasonable and so on a series of questions, so as to make clear the main direction of the new salary system design.According to the results of Y company employee survey, the author through the scientific method carry out job analysis and position analysis, combining the salary survey and data analysis methods to design compensation curve, realize the scientific definition of post wages, and improve the employee welfare system, such as increased with paid vacations, employee education subsidies, implementation of the material and spiritual rewards to outstanding employees.And to design adopt to top management system of basic salary plus the EVA bonus, of business of staff take increase percentage of practice, the production staff take increased skill based pay and grading method, in order to make full use of Y company’s existing human resources, and provide a powerful guarantee for the realization of the strategic objectives of the company. At the same time, the author also hope this paper is use for heavy transport industry and large machinery manufacturing enterprise salary management system’s optimization design to provide effective reference.