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Research on Sinopec Salary System of Baoding Branch

Author: HouHuiQing
Tutor: ZhongWei
School: Hebei University
Course: Business Administration
Keywords: Pay system Post wages Allocation
CLC: F426.22
Type: Master's thesis
Year: 2010
Downloads: 98
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Abstract


The salary issue has always been the most sensitive issues in the enterprise management , and the role played by the pay system in the enterprise management more and more attention , is seen as a powerful tool to encourage enterprises to achieve strategic objectives , how the company implemented the pay system play a purpose to motivate employees and improve organizational performance , business managers need to pay close attention to the problem . In this paper, a large collection of internal information and interviews , survey to grasp first-hand information about the enterprise compensation management , based on analysis of the current status of enterprise compensation management , apply the theory of compensation management , the theory of the minimum wage , the wage differentials theory, equity theory as the theoretical basis , compensation management mode set more suitable for enterprise development and distribution . This paper presents the design of such a pay model points: First, the establishment of the basic wage system based post wages , the wages of the employees with their job responsibilities , job performance linked to the implementation of the Gang variable pay becomes dynamic management ; Second is the middle managers , general managers and primary operator job characteristics and functions of the duties of discriminant analysis , to explore the pay model suitable for all levels of personnel , salary structure design at different levels of staff positions , such as the annual salary system model of middle-level management positions , general management , the implementation of the post salary - based pay model assessment wages supplemented the primary operational positions in accordance with the different positions and the size of the workload , the implementation of the associated amount of capitation and multiples wage mode . The overall design goal is performance evaluation on the basis of the level and the gap close contact to achieve both inspire staff enthusiasm , and it was relatively fair and satisfactory , and ultimately achieve pay to play a role in safeguarding the employees objectives and outcomes of play better incentives to retain key personnel .

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