Wage reform and how to effectively promote

Yunling Highway Traffic Technology Co., Ltd. Yunnan Yunnan Road Development Investment Corporation is a subsidiary of an entity unit, currently engaged mainly in Yunnan Province, the highway traffic safety facilities, electrical and mechanical engineering and software Development and maintenance repair work, 200 employees people.

In recent years, as society advances, the company's business model has also undergone tremendous changes, institutions continue to be adjusted, staff subsequently be artificially divided into two categories: one is fixed before the restructuring of industrial enterprises (in-service staff One is enterprise restructuring to adapt to meet evolving market, according to the actual need to recruit staff (hiring staff because of the history of evolution and continuity of policies on the direct result of these two types of people differ in the distribution of pay: serving officers is the company's older employees, witnessed the Development of enterprises, enterprise restructuring, often working in management positions, the overall high level of income, and the company's staff on the majority of enterprise restructuring, according to the required front-line production jobs skills for the recruitment of social workers, the overall low level of income, which directly led to a phenomenon, income level and "identity" has presented a strong correlation with the "performance" showed a weak correlation, this is obviously the existence of irrational factors, outstanding not rewarded, not punished those lazy, seriously affect the company's long-term healthy Development of the wage system reform must have been to the point.


First, the preparation of the pre-reform wage
(A) the wage reform advocacy work in the wage reform program designed from the beginning, the reform must be good publicity in many cases, employees pay biased understanding of reform, most employees do not care about the overall reform program, but about their own after the reform to have changed much, is up or drop by publicity, so that employees understand the pay plan is not a solution to employees who pay much less who the problem is not solve the problem of wage inflation does not rise, but through the establishment of a scientific distribution mechanism to mobilize the enthusiasm of employees, and promote long-term healthy Development.

(B) combined with wage reform to solve the main problems and the company's actual situation, to establish the basic principles of the reform should follow, which is related to the success of reform of the basic work of the most important step .1. Dilute the company's staff "identity", in line with "equal pay" principle, to establish a position value and a combination of pay job performance pay system in order to post fixed salary, variable salary change post, 2 full wages leverage to increase pay for performance salary share of the total proportion of strengthen the wage distribution of incentive and restraint mechanisms; 3 based on the company production and management features, in order to fully mobilize the rank and staff motivation, increase grass-roots, hard-line, Technology, key positions of incentive intensity.

(3) combined with the basic principles established, extensively solicit opinions and suggestions of workers and do research work for the next program design and implementation of reference, but must be noted that the serving officers and staff on their views should be separated and capabilities, so as to avoid problems caused by some of the historical evolution of instability directly affect the company's development.

(D) good job rating. To be paid is to establish the post of the basic principles of job rating is within the scope of the company in positioning the division of general control job responsibilities, technical content, performance, production and other aspects of serious and careful comparison, analysis and the level of the division to ensure that the assessment results with the actual work roughly the same job categories, in order to ensure the fairness of the new program.


Second, the feasibility analysis of wage reform
Feasibility analysis is the basic framework of the wage reform in place, the repeated measure, compare, on the one hand the situation on the payroll of macro-control to predict the other hand, changes in the staff analysis of revenue, to avoid a huge reform to the enterprise fluctuations affect the development of enterprises.

(An analog set to change according to the basic framework of wage reform, combined with results of the assessment level staff positions, to determine the level of wages corresponding to the analog set to change employees' wages.

(Two sets of results to change. Set to change the results of analysis is set to change the results of statistical analysis, as a corporate wage reform decision-making.

1 changes in payroll analysis simulation set to change after the calculation of total wages, total wage change analysis from the macro-control reform program. Substantial fluctuations in payroll, will directly affect the cost of doing business and staff status to adverse factors, the development of enterprises, to ensure that payroll changes are within the scope of the enterprise can afford, is set to change the key results.

(2) analysis of changes in wages in the process of change set to be changes in the wage levels of employees pay close attention to values, people classified according to different criteria for the classification, comparison, analysis focused on group differences, but the degree of individual differences than to individual large to carry out detailed analysis of the situation, as an amendment, so the advantage of allowing employees to accept wage reform program, a smooth transition.


Third, uphold the democratic process promoted on the basis of wage reform Links to free download http://www.hi138.com
The basic framework of the reform after repeated measurement and analysis can be established after the wage reform, because the wage distribution involves the vital interests of each employee, so be sure to adhere to the democratic process to advance the reform, which is able to effectively promote and ensure the smooth the key to the transition.

1 full participation of representatives of trade unions and the role of workers, and solicit employee suggestions, enable the program to reflect the wishes of the workers.

(2) pay the ultimate establishment of a reform program must be implemented only after consideration of workers congresses.

3 in the enterprise to establish long-term mechanism, and constantly improve the distribution system.

Establish scientific and reasonable, fair and equitable distribution system business is the development of harmonious labor relations and business core, build a socialist harmonious society is an important guarantee for the company in 2010 proposed a wage reform goals, based on the extensive comments, After repeated measure analysis established the reform program, in 2011 the company formally reviewed and approved the implementation of employee congress, employee initiative, enthusiasm and creativity have improved significantly, the company showing a harmonious labor relations in a good situation. turn affixed to the free download http://www.hi138.com