Dissertation
Dissertation > Economic > Industrial economy > China Industrial Economy > Industrial sector economy

Design on Salary System of Hehei Q Mining Co.,Ltd.

Author GaoXuePing
Tutor ZhengLiQun
School Tianjin University
Course Business Administration
Keywords Pay system Job analysis Post value assessment Salary Survey
CLC F426.1
Type Master's thesis
Year 2009
Downloads 69
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Good pay system not only to stabilize the workforce, to attract high-quality talent and inspire staff enthusiasm , but also through the creation of high-performance , so as to promote faster and better development . , Compensation management practices which have been fully proven . This paper describes the status and role of the pay system design principles and basic theory and salary system in the enterprise management . Q mining companies , for example , the article by collecting large amounts of data , data , and on the basis of improving the internal and external salary survey , organize, summarize , analyze the current situation of Hebei Q mining companies pay system , as well as the main problems of the system . The use of modern remuneration design theory and method for the problems of the mining companies pay system proposed corrective measures that are appropriate in the circumstances , given a set based on the value of posts , with a strong practical pay system design . Equity theory , expectancy theory , two-factor theory , reinforcement theory as the theoretical basis in a fair, incentives, economic , legal , strategic design principles , a system of remuneration system design , including: detailed internal and external salary Survey ; accurate salary system diagnostics ; perfect job analysis ; the fair job value assessment system ; reasonable categories of types of job division system ; scientific salary , salary scales , salary range design system . Whole package take full account of the value of the employee's job qualifications, job performance, combined with external pay levels to be adjusted , so as to achieve the higher employee satisfaction , and motivate the purpose of the hard work .

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