1. Background

It’s a professional company to investigation, development, and sale. Company has already become the biggest Pulp & Paper base in the country. With the developing of company, here is a fatal problem raise up between improvement in performance and degradation in Human capital management. Those leaders decide to make a innovation based on salary and performance to make sure we could get the goal from human resource aspect.

2. Diagnosis

Here are problems:

1. Post-sale cost lost resource because the unstable of product.
2. Lack of satisfaction on technology and management employee.
3. The excellent employee can’t have enthusiasm because the bad performance examination.
4. We will advocate market and customer instruction.
5. Lack of the development channel to professional employee.
6. Low of the level about Human capital management.
7. Lack of the concept about the in and out concept on human resource.

3. Solution

The goal:

1. To build a performance examination system, integrate the company’s benefit and salary, improve the encouragement of company, build a human resource system based on performance examination.
2. Build multiple vocation channel, Integrate the technology and salary, promote the salary of cadre in technology and management.
3. Performance examination and team working should be included in encouragement system to keep agglomeration ability and battle effectiveness.
4. To resolve today’s focus point, to build a encouragement system that could affect personal ability.

4.The project result

Here is the consultant content:

1. We evaluate position through committee based on analysis, named position, clearing responsibility and qualification.
2. We define four positions through evaluate position. We also designed salary structure, salary level, the rate of salary, and reflect salary policy target.
3. Re-configure the whole position salary.
4. The salary plan also build a manager level salary system, encouragement system, and salary checking system.
5. We built a salary framework based on performance. This framework include performance, work reporting, and human resource model. Could provide a platform for decision of human resource.
6. We raise up the KPI conference, to discus the current status and what should we do. We also get company, base, and sub-company’s KPI(target, definition, calculation and advice right), and finally, we make out the instruction about KPI.
7. We make a rule about performance management, process and form. Also make out the management rule about position and salary.
8. Edited a digital form about performance, description, and examination.
9. We promote the concept of high level manager through training, discussion and homework. The student could do evaluation, salary definition, performance examination, and make digital list after our class