Design Ability Salary System For Technician Of H Company

With the rapid development of economy and technology,enterprises want to gain advantages in the fierce competition,the core element is talent.Salary has the important function of attracting and retaining talents and stimulating their creativity and enthusiasm.Founded in 2008,H company has kept a foothold in the air conditioning industry for more than a decade.With the mission of producing air conditioners with high efficiency,energy saving and environmental protection,H Company is committed to taking "leading technology" as its core development strategy.Since its establishment,it has won the honorary titles of "provincial high-tech enterprise","provincial enterprise technology center" and so on.But in the background of high speed development,the staff in the company under the background of continued expansion,purely based on post salary system,cause the loss of the employee career development and work enthusiasm,the drain of employees in key positions,limited technical team creativity,a series of problems such as poor job performance,is clearly not suited to the demands of the rapid development of the company.This paper starts with the status quo of H company’s technical personnel compensation system,firstly introduces the overall development status of H company,and then elaborates the status quo of H company’s technical personnel compensation system.Through departure analysis,points out the problems of salary system,followed by the technical staff to carry out the compensation satisfaction survey,found the current compensation system the external competitiveness weak,incentive is poorer,career development channels blocked,by further analyzing causes problems,it is concluded that the root cause lies in the compensation system is not applicable,unreasonable salary structure,salary level and strategy does not match,welfare form rigid not flexible.Finally learned theory knowledge,puts forward the technical personnel skills pay system,and design/development as a kind of,for example,in grade 1 ～ 6layers,define each role hierarchy,ability,experience and results of each character set standards,capability evaluation of technical personnel to carry out once a year,the relationship between the ability and the performance evaluation,will the results of evaluation are applied to the compensation.By broadening the development channels of technical personnel to achieve the purpose of reducing the turnover rate of employees and improving the competitiveness of enterprises.