Design Research Of The Employee Salary System Of Jiangyin Long-bright Drill Pipe Manufacture Co.,Ltd

As far as the whole system of human resource management is concerned,salary management could count as the most compelling matter,so to speak,in the sense that remuneration could be considered as one of the most fundamental means for any enterprise to attract,retain and motivate employees,among multitudinous of others.Assuming that a company might not have a strategic plan,training and development,or performance management,but it could by no means lack the compensation management.Consequently,a firm with the intension of healthy development is desperate to design a mechanism where the employees feel at ease with a sense of accomplishment and sense of pride with acquisition of their own interests.Only if such basic requirement were satisfied,could the conscientiousness of staff be possible,in which case it is likely to guide them to undertake the enterprise mission,implement the corporate strategy for the ultimate enterprise objective.Based on the above-mentioned reasons,it has been a prominent problem presently for the medium and small private manufacturing enterprise to establish an effective compensation system characterized by fairness,incentive-ness and competitiveness.Regarding this matter,oil drilling rig manufacturers are no exception.Under the guidance of related theory,modern enterprise compensation was studied in the paper.An instance case of the problem-solving of the compensation system of Lang Bothe Company is investigated,with the adoption of the research method of compensation satisfaction questionnaire,interview with personnel etc.The problems lingering in the original salary system is summarized and analyzed from the perspective of salary level and salary structure etc.As a consequence,the design principle of compensation system and the strategy selection of salary system designing are made clear.Additionally,the paper involves the analysis and design of compensation level,compensation structure and compensation payment.In conclusion,the new proposal of salary system is put forward,and corresponding supporting measures of plan implementation is formulated,so that the new salary system could attain recognition from staff and get well accepted.