Design Of Broadband Salary System Of Changde Group Based On Position Value Evaluation

The competition between enterprises and enterprises is the competition of the core talents.Human resources with value-added potential is the first resource for enterprise growth.And how to attract high-quality core talent,to retain and encourage their skills to create value for the organization to add value,become the most important issue in modern enterprise management.Chang-de Group since its inception,the scale of business has been expanding,making an important contribution to the socio-economic.However,there are many problems in the management of the group,especially the salary system of the enterprise,which can not give full play to its incentive mechanism.Which will directly affect the staff job satisfaction and organizational performance,and then related to the further development of Chang-de Group.Therefore,to create a scientific and fair salary system,to stimulate the potential of employees,enhance the vitality of enterprises,cultivate competitive advantage,is of great significance.Through the internal interview and the questionnaire,this paper analyzes the salary satisfaction of Chang-de Group employees,thus clarifying the attitude of employees to the salary of the enterprise and the problems in the salary management.Such as: internal inequality,lack of performance incentives and so on.The reason,the nature of the enterprise and the historical problems affect the existing distribution mechanism of the group to a certain extent.For the long-term development of the Group,the enterprise's human resources management system,especially the compensation system and performance appraisal system,need further development and improvement.In view of the problems existing in Chang-de Group,through the scientific selection of four major compensation elements,10 sub-elements,the evaluation of job value,the establishment of the post value series,while strengthening the performance appraisal and pay system effective convergence,give full play to pay and performance Incentives.Establish a dynamic broadband pay system based on value evaluation and performance.And in order to ensure the smooth implementation of the broadband pay system,but also developed the relevant safeguards.Finally,this paper concludes that the evaluation of post value is a kind of scientific and reasonable evaluation method.Broadband salary is one of the effective ways to solve the drawbacks of salary in China's general state-owned enterprises.In the process of salary reform,Its own characteristics,to organize the strategy to support the organization to reflect the organizational characteristics,fit their owncharacteristics of the pay system.And constantly improve the relevant supporting measures to ensure the smooth progress of the pay system reform.