Scientific and rational compensation system in use in the production management Analysis

Abstract: The scientific and rational system of remuneration is essential to the success of modern business development reasons. With the increasingly fierce market competition, talent competition more intense. Retain talent is increasingly important for companies, so a scientific and reasonable remuneration to attract and retain qualified personnel, to encourage people to play a role has become increasingly obvious advantages, in recent years, the concept of broadband pay was raised by the industry respected, in order to pay for the broadband entry point, a reasonable analysis of the pay system in production management in the use of .

Keywords: pay system, broadband pay

Scientific and rational system of remuneration is the company's perpetual motion machine. Companies pay system related to the ability to motivate staff to play a positive initiative for the enterprise, so as to create maximum efficiency, but also related to whether a company can retain key personnel, and thus related to the business in the social competition and survival. scientific and rational system of remuneration can be said to be one of the most important and easiest to use the incentive approach, which is the company's return and thank the staff, to reward employees of the company's efforts, time, knowledge, skills, experience and creativity, the enterprise recognizes the contribution of the staff. In the eyes of employees, pay more than their labor income, it represents a certain extent, the value of its own staff, on behalf of business-to-employee recognition, and even the ability to represent individual employees and prospects. Reasonable compensation system not only critical to the development of employees, is the development of enterprises can not be ignored, especially a reasonable salary system, to enhance the management efficiency of enterprises with an invaluable role in promoting enterprise and improving the design of the remuneration system, more human resources management to enhance an important aspect.

1 drawbacks of the traditional pay system
Traditional compensation system is mainly salary, remuneration is determined according to the main office (job, the implementation of the rank of wages, salaries and positions (positions strictly linked, as long as the job (job change, to achieve the increment that is impossible. The drawbacks are obvious:
(1 encourage inappropriate, to the staff position is not accurate.

(2 egalitarianism seriously, whether good or bad people skills, but coming to a certain number of years as long as you can enjoy high salaries. Likely to hurt the heart of some young people, especially the core of employee motivation.

(3 compensation design and management of random. The traditional pay system, sometimes leading a word can affect their grades and promotions.

(4 areas too narrow the traditional pay system, to employees of education, training, and other opportunities abroad are not taken into account the costs involved.

(5 incentives, lack of motivation, incentive costs continue to rise.

(6 short-term incentives do not have the incentive or the traditional pay system to focus only on the pay of health functions at the expense of its incentive function, that is, only to meet the needs of low-level employees, while ignoring the needs of high-level employees.

In this context, broadband pay system evolved over a broadband pay system is more prevalent in recent years, a new pay system, the so-called broadband pay, is the number of pay grades and salary ranges for re-combination, is the business the original dozen or two dozen, three dozen pay grade compressed into several levels, while pay bands corresponding to each pay a floating scope widened to form a new salary management system and operational processes.

2 Pay in the production and management of broadband use in the
Broadband pay pay grade level is characterized by small, floating range. Pay the highest and lowest level of the interval between the changes in the value of the high rate. Broadband pay for the staff to provide more horizontal space for development, in which employees pay system design career is no longer just pay down the company's only going up the vertical hierarchy, they flow in the enterprise is the horizontal but as they acquire new skills, abilities, take on new responsibilities or positions in the original continually improving their performance, they can get higher pay, even if placed in low-level work, they still have the opportunity because of his excellent work to receive a higher salary.

2.1 Job analysis is the premise of building a broadband pay system
Job analysis is the nature of the work through a variety of tasks, responsibilities, relationships and serving staff knowledge, skills, Research and study conditions for the system analysis, the scientific description of the system and make the process of standardization of records. Job analysis is the basic human resources management work. Specific job analysis in many ways, more commonly used are: interviews, questionnaires, sample surveys, direct observation, etc., at work depending on the circumstances choose to use.

Job analysis consists of three aspects: first, a comprehensive understanding of their own and analysis based on decomposition of the characteristics of the enterprise, that enterprise's business processes, scope, functions, and on this basis, all the work involved in decomposition the type and properties of the analysis. The results of the analysis of the enterprise organizational design and job set the premise and basis, it will help sort out the internal management processes, reasonable definition of the department and job duties and responsibilities, so that the maximum organizational efficiency of, try to reduce unnecessary intermediate links, so that the organizational structure and job placement streamlined design, so in this respect on the job analysis is the ultimate value of a particular job within the organization to determine the size of the foundation. Second, the incumbent's qualifications and the specific job analysis for the specific job qualifications, scope of work, working conditions, rights and working people should have the knowledge, skills and physical and mental requirements for the analysis of such an analysis The results for staff recruitment, performance appraisal and staff training to provide a basis Thirdly, post decomposition of the action. for a position of a specific operation, step of the analysis, its main purpose is to break down every aspect of the specific work to make the formation of a fixed potential, a statute or regulations. This job analysis of the compensation design plays a complementary role. Links to free download http://www.hi138.com
After the above three aspects of the analysis, the "post will be paid" in the post really clear, and in the traditional salary system in the "post fixed salary" is more focus on the level of job level, and not from the job itself important role in organizational development and the requirements of their incumbent starting.

2.2 is a fair pay system to ensure scientific and rational, which is divided into internal equity and external equity
(1 internal equity.

Need the help to achieve an internal job fair value assessment. Only the "post fixed salary," sort of clear job functions in order to determine a position in the organizational structure of the relative value between various positions, to arrive at the sequence level positions,
So in order to achieve pay equity within the system it is based on the various positions within the organizational structure of the common characteristics of a series of evaluation set up a combination of factors.

Specific job valuation methods include many: job classification, there are positions
Collation, elements of comparative law, law and other elements of design points, each method for different types of enterprises, and this post valuation model requires the actual situation according to their own choice.

Valuation of positions within the organization is to achieve an important means of fairness, but also to achieve internal equity base, final internal equity also need to assess staff competency and performance management to ensure and achieve.

(2 external equity.

External equity is a competitive pay system outside the direct embodiment, in short, an enterprise with the salaries of similar positions on the market pay practice. Generally speaking, external equity is often achieved by way of salary surveys, specific surveys There are many methods, such as between enterprises survey, commissioned market Research company, and a questionnaire survey, in the investigation of the choice of target companies in the same region or multi-region boast the same industry or similar industry-based, more businesses and the jobs market corresponding positions on the salary level.

Whether internal or external unfair unfair, employees will be expected to decline, and feel unsafe, there decreased morale, staff turnover, and even recruit staff and so on, while the broadband pay also reflects the "unequal pay" the new ideas, reflecting the importance of individual factors on the employees and respect for individual corporate employees, remuneration of the two fundamental roles, one is to meet students
Basic needs of living, the so-called "health", the second is the work reflects its value, motivate better work, that incentive. Overall, the two are trade-offs, and how well coordinated between the two relationship, it is necessary to complete the design with the salary structure, the incentive is to choose low or high care low care selection of high incentives, business is still dependent on the stage of development and specific practical needs with the reform progresses, the traditional The salary structure has a lot of new content, such as stocks, options, and virtual shares, etc., to increase the long-term incentive compensation.

3 broadband pay system and organizational performance management and effective interface
Incentive pay system is an important part, but the pay itself only has the role of talent attraction and short-term incentives, long-term incentive was not significant and only the pay and performance management combine to achieve a better incentive role, so broadband is able to pay the successful implementation depends on the enterprise's own performance management system is mature. Good application performance management is the foundation of broadband pay How to labor costs of enterprises into the development of forward momentum for the business, personal growth and harmonious development of enterprises, enterprises in the pursuit of any one state, but in fact, How better to organizational performance, departmental performance and individual performance and effective interface, but it is doubly troublesome business management issues, the key is to expand the broadband pay the salaries of employees room for improvement, better incentives for employees to upgrade their overall quality, which is the soul of the broadband pay. improvement of the pay system is not a single event but a systematic project, its innovation in the actual operation requires continuous adjustments in a timely manner to reflect, reflected in the progressive realization of pay two fair and equitable implementation of this, many basic work is needed to support and maintenance is indispensable. broadband pay as a new thing, naturally there are many imperfections of its own place, in reality in many it can not solve the problem, but the traditional pay system to compensate for the inadequacies of the role is obvious. Besides scientific and rational system of remuneration only with effective performance management together in order to show the performance of the organization pay realize the enormous impetus to change human cost of human capital to achieve sustainable development of the organization.

References
[1] Wang ring the traditional pay system abuses and reform [J]. Xinjiang Vocational University, 2003, (9 Links to free download http://www.hi138.com
[2] Jiang Ronghua, forest leaves to retain their core employees - broadband pay system in the enterprise application [J]. Technical and Economic and Management Research, 2007, (3

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