The performance of the circulation sector pay reform programme

1, the project background

In the case of enterprises established in 1991 and headquartered in Dongguan City, is typical of a private family-run enterprises. 80% of the management of family members by the members of the company to rely on this blood, Dongguan and the cohesion of the pragmatic, professionalism and steady development from small to large, has now become a well-established local beverages wholesale, distribution companies. Currently there are agents of the Pepsi brand, Tsingtao, the Watson's, and other well-known brands. 2 years ago to establish clean water plant, began to develop its own brand of drinking water: health pure water. The rapid development of enterprises and business expansion, highlights the management lags behind, the manpower shortage problem, such as bottlenecks, for which the company decided to use the brain to solve problems in the development of enterprises.

2, the key issue

Of easy human resources management advisory body at the scene through the diagnosis, research found that:

1. 1) Company management responsibilities in the lower right, powers and responsibilities of balance, passive enforcement of the order, lack of initiative and autonomy, between fragmentation, detached from each other, poor coordination.
2. 2) the highly centralized decision-making power company, increased risk of decision-making, lack of staff participation and recognition and does not establish long-term strategic planning and vision and the support system of decomposition, resulting in poor implementation.
3. 3) the company open and transparent system of evaluation and operational problems, the staff of the evaluation methods, procedures, the results do not know, do not know how their performance is being judged; design elements in assessing the lack of jobs in science Analysis, lead to some important work was ignored, so that the specific work of assessing the loss.
4. 4) use the existing salary system, salary structure is irrational, the company's existing remuneration system does not fully reflect less dry and more dry, Ganhaoganhuai income differences, there is no fundamental solution of internal pay equity issue, The resulting decline in the sense of responsibility, initiative is not strong, seriously affected the cooperation between the team and management performance.
5. 5) The trust-oriented employment mechanism impact of the low quality of personnel management, the concept behind the lack of professional management skills, lack of effective guidance to subordinates, the increasingly serious brain drain.

3, solutions

1. 1) Construction of the company's strategy of supporting platform development goals, and establish a business-oriented development strategy, key performance indicators for the content of the business objectives system.
2. 2) establish a basis for the analysis of the work to reach a business target for the core of the performance management system.
3. 3) establish a job evaluation based on market value and performance with the results of interaction with the dynamic competitiveness of the remuneration system.
4. 4) the optimization of the organizational structure, management personnel from the market introduction, promotion of non-family members, breaking the family would replace the operating structure, optimize the existing contingent of cadres.
5. 5) the establishment of training mechanisms to enhance the quality of cadres and staff and skills.

4, operating results

After running the project, the business organizations operating efficiency markedly improved, targeted work focused, streamlined organization set up efficient, particularly in the market and customer response rate has been greatly improved, the project did not run pre-sales performance improved significantly, after a period of Time to adapt, adjustments, and results have been greatly changed. Through the effective operation of the system of managers and key staff played a very good incentive effect. After the end of the project, general manager of the company, said: easy for human resources management advisory body is truly customer-oriented, customer issues as their own problems, solutions, pragmatic and professional work, dedication.