Compensation System Design Of MS Enterprise

The arrival of the era of the knowledge-based economy makes human resources important resources that could bring enormous economic benefits. Whether enterprise could effectively develop and use human resources is the key of success in the fierce market competition. Compensation system design is an important component of human resource management. It is the important link that transforms strategic goal into staff special action programs, and guide, motivate staff to implement them, which forms the community interest of enterprise and staff. Reasonable and effective compensation system not only could enhance enterprise's internal cohesion and competitiveness, but also enhance external competitiveness. Therefore, enterprise must establish a new compensation concept, use scientific method, design reasonable and effective compensation system and meet staff needs to retain and attract talents, improve efficiency, and maintain, increase enterprise's competitiveness.For Chinese enterprise, with the increasing degree of market's competitiveness and internationalization after engaging to WTO, enterprise needs to design and perfect a strong incentive compensation system from strategic human resource, so as to retain, attract talent and mobilize the enthusiasm of staff', moreover pour in vitality to the development of enterprise. MS is a traditional state-owned enterprise, and it has a long history. Because of the competitive market environment and its own management situation, so it requires urgent demand to re-design its compensation system.This thesis considers MS as studying object based on the domestic and international compensation theories and practical guidance, and it re-designs MS's compensation system meeting MS's development strategies with the scientific process. In the process of design, it also studies and designs job responsibilities and performance evaluation methods, which forms a whole system with compensation structure and calculation method. This system could drive the standardization of MS's management, and promote MS's reforms of other aspects. Introduction is the first part. It introduces background, significance, actuality and methods of research. The second part researches compensation-related content and theories, which offers the theoretical foundation and guiding principles for MS's compensation system design. The third part introduces MS's general situation and actuality of management. The forth part is the focus of this thesis, which designs MS's compensation system. This system based on the actual situation puts full consideration to the requirements of positions, positions' duties, positions' relative value, the actual performance of staff and MS's strategic goals and market conditions, etc. It could effectively mobilize the enthusiasm and creativity of the staff. The last part discusses the merits and defects of this system, and gives references to implement this program. It will be in favor of the effective operation of this compensation system.