【導(dǎo)讀】investment.economicvalue.means.

　　

【正文】 in higher pensation levels, contrast, key positions on the low pensation levels, it will increase the sense of unfairness in key positions, in the important positions of workersThe staff of some key posts and important positions of the enterprise, their pensation were lower than the prices of market pensation. As we all know, the pensation level of enterprises i n the talent market, and even the whole society should certainly attractive, In order to attract and retain talent, it can be overe petitors. For firstrate talent should be given firstclass return. If the key employees and the core staff ine low er than the standards of social level, external petitiveness will be relatively weak, it will make the enterprises fail to hold the human, and led to serious unreasonable human resource structure in the enterprise. From the circumstances of investigation by us, on the one hand, many employees discontent the existing pensation system in the reflected rewards。 On the other hand, there are many staff can not correctly deal with the pensation gap. Staff on the pensation gap issue of love and hate, this bring a big resistance to the reform of pensation, even though the good idea is hardly to enterprise managers, are not to break the original pattern, the result is to make the large contribution of staff and Core staff lost their jobs initiative and creativity, even cause the missing of talent in the enterprises. The reengineering of pensation management system Nanjing DE valve factory . The ideas of design of pensation system in Nanjing DE valve factory Through the design of pensation in Nanjing DE valve factory, which broke the original pattern of the pensation system, redesigning the pensation structure, recycling a pensation, under a new establishment of the guidance of modern theory of incentives, enterprise opera tions and staff pensation levels closely fall together, bine the ine of employees and work performance closely, It will be able to maximize the mobilization of staff enthusiasm, initiative and creativity, strengthen the staff of responsibility and urgency, improve work efficiency, increase performance, make greatest contribution to meet the development goals of enterprise, to adapt the changes in the internal and external environment, protect the longterm stable and healthy development of the new pensation system. During the process of design of pensation system, and strive to achieve the following objectives: Providing a basic ideas and framework for the pensation of distribution to the enterprises, reasonable structure, strong maneuverability。 give priority to efficiency and give consideration to fairness。 adhere to equal pensation for equal work, embodied rewards。 at the same time, appropriate increasing the total pensation, reasonable widening ine gaps. The pensation of production quality piecework system of frontline staff (1)Basic ideas There are 195 frontline workers in the factory, such as latheman, miller, planer, grinder, locksmith and so on, their pensation carry out The pensation of piecework system. Compensation quality piecework system is designing for the operation staff, operation staff workload can be directly calculated. Therefore it can use the work measure to account their wages. The pensation of piecework system is that in accordance with the quantity production of qualified products or the volume of pleted work by staff, according to a prescribed price calculation piece of a kind of pensation. (2) The structure of pensationIts calculation : The pensation of piecework of frontline production staff per month= The pensation of posts standard The pletion rate of target output The pletion rate of target cost quality coefficient + skills wages + allowance. On one hand, take the pensation of posts standard to maintain the basic pletion。 On the other hand, the employees revenue linked to the personal performance appraisal. Of which: The pletion rate of target output target pletion rate = actual output of the month / target yield of the month 100% The pletion rate of target cost = actual cost of the month / target cost of the month 100% Actual cost = the cost of raw materials +the dynamic power of electric power + wages and the cost surcharge + depreciation + other costs. Quality coefficient: its benchmark value is 1, every workshop section for quality records per day, According to the quality coefficient of assess standard to add or button at the end of month, and gain the quality coefficient of the month. Quality coefficient = – the withheld coefficient of the month + the increase coefficient of the month① Established the pensation standards of posts According to the post of technical difficulty, and intensity of work, working conditions and responsibilities for the size to determine the level posts, different levels to determine the different of the pensation standards of posts. ② Determine the pensation of skills The pensation of skills through technical levels to identify and technical level by the technical assessment results to determine. Under the results of technical evaluation, it will be divided into five technical grade. ③ Determination the allowances of postsThe monitor and the teacher is the grassroots frontline operator, but also the management of the grassroots, aim at their responsibility to management positions grant the allowances of posts, every person has 50 subsidy per month. If it meets the exceptional circumstances (such as stop production and overhaul), the staff posts for the allowances of posts of standard. 薪酬管理 自 20世紀(jì)末以來，悄然興起的新經(jīng)濟(jì)逐漸對現(xiàn)代企業(yè)人力資源管理包括薪酬管理提出了更高的要求。經(jīng)濟(jì)全球化在增加適應(yīng)性、創(chuàng)新和競爭力方面，對人才管理施加了可怕的壓力。專門知識的價值被確認(rèn)，并融入組織和日常管理以應(yīng)付上述壓力 。智力資本作為獨特的生產(chǎn)要素，取代人力資木并排在產(chǎn)業(yè)資本、金融資本之首。所有這些都給企業(yè)的薪酬管理帶來或?qū)砀拘缘淖兏铮@主要體現(xiàn)在以下兒個方面： 在全球經(jīng)濟(jì)一體化、知識經(jīng)濟(jì)的趨勢下，人力資源己