Research On Compensation System Improvement Of Hunan Anbang Health Care Industry Co. LTD

In modern market economy, the value of the human capital constantly highlights, and Talents has become a core resources fiercely rivaled between enterprises. The competition between enterprises increasingly evolves into the competition for the quantity and the quality of human capital. And then, How to choose, use, training, and retaining high-quality personnel has become an important core task of Enterprise Management. Among them, compensation management plays an important role, and the fairness, the incentive, the competitiveness of the compensation still is the goal that human resources management workers continue to pursue.Hunan Anbang Health Care Industry Co.LTD are also in a situation of fierce competition in the market environment, and increasingly found lots of problems in the compensation system of our company, which constrains the development and expansion of personnel, employee's Low satisfaction a serious outflow of talents.This article mines the problem of the salary management system of Hunan Anbang Health Care Industry Co.LTD at present , such as pay management system of remuneration incentives ineffective, the pay of single constituent elements, imbalanced ratio pay structure, grossly unfair PLS, single pay rise channel, the apart between pay and performance, the difficult to control of the total remuneration,according to related compensation designing theory based on reading a large number of related literature domestic and abroad, practically investigations, and deeply analyzes the reasons. And it develops the compensation strategic objective according to the overall strategic objectives, analyzes all the posts'task Using data analysis and interviews, effectively assess the value of the company's positions by elements method, and establishes the company's various positions'relative value between different grades and staff, and make that the basis for determining salary. And then through compensation investigation defines the compensation level combining the position's value, and the broadband-compensation thinking. Considering the difference demand for the incentive and restraint, referring to the practice of the similar enterprise, it designs the post compensation structure reasonably, to reflect the healthy and incentive features of the compensation better. After that, it assess the staff's quality and ability levels and defines personal staff pay levels based on the value of posts, and drafts pay administration processes to standardize the payment management. In addition, expanding and lengthening the promotion access for staff make the combination of staff career development and enterprise development to realize enterprises and employees both win. At last, it proposes a number of security measures to ensure the smooth and effective implementation of the program as follows: strong support from senior leadership, comprehensively launching post analysis posts, establishing a systematic evaluation system, strengthening the training and communication with its staff, strictly complying with the pay system implementation process, strengthening the use of the scientific management tools.