Study On The Improvement Of JH Production Employee Compensation System

Compensation management is a very important part of modern enterprise management.More and more management cases show that in the process of enterprise development,many failed enterprises often have problems in human management.In the enterprise,the object of management is nothing more than human,financial and material aspects,but the core must be human.Therefore,how to manage people well and let all employees truly become enterprises? The biggest resource for the development of industry is the great challenge and opportunity for every enterprise.The most complaining place among employees in enterprises is salary,because salary is the most sensitive place for employees,and it is also the place where they feel directly whether they meet their expectations.According to the theory of salary management,we can know that salary not only has security function,but also has incentive function.Therefore,as long as the salary problem is solved properly,the management of people has solved most of them.Of course,salary is not always a single issue.To build a good salary management,we must form a system,establish rules and build processes to solve problems systematically.Otherwise,it can only be a temporary action of "headache doctor,foot pain doctor".In the contemporary era,the solution of salary system is more concerned about middle and high-level employees,as well as functional employees,while less attention is paid to the direct employees in the production system.But for the machinery manufacturing industry itself,the production system is the core of the enterprise’s survival.If the problems of the production staff are not solved properly,it will affect the survival of the enterprise.This paper is a useful exploration and practice based on the theory of modern salary system and JH company’s actual salary system problems in the implementation of lean management model.Through grasping the current situation of JH company’s production staff salary system,we can grasp its main problems.The essence of the problem is that under the original salary system,there is no fairness,no performance evaluation,assessment,resulting in the lack of staff morale,as well as the adverse management consequences of "foreign workers","out of work","bad money expelled good money".To this end,through the establishment of an improvement group to make scientific and objective improvements to the original plan,giving priority to reorganizing production posts and making a scientific evaluation of them,forming a post wage standard,then standardizing the skill evaluation of production staff,changing the subjective evaluation before to the objective evaluation now,forming a basis for skill wage standards,and reaching the goal of enterprises.To solve the problem of disjointing employees’ performance,we should improve it,form an objective performance appraisal scheme,establish performance salary standards,and finally achieve the matching and unification of post salary,skill salary and performance salary,supplemented by necessary safeguards,so as to achieve the goal of solving the problem of production employees’ salary.In fact,paying attention to the salary system is to pay attention to the main points of managers in enterprises.When managers focus on the scientific and rational salary system,they will further understand the mechanism behind the various behaviors of employees in enterprises,so that managers have a more appropriate solution to the improvement of enterprise management.In this paper,the demonstration,design and implementation of the salary system for production staff of JH Company is a good reference for how production staff can be carefully concerned and effectively motivated in the context of the current transformation of China.