Enterprise Salary And Welfare Management System Research

The concept of the traditional salary is only about the money wage, Actually they are equal to each other. As a kind of cost, salary is regarded as expense on production management by investor who has to pay out this spending. Reflecting in concrete management, it is calculation, classifying and releasing to the money wage. On the view of laborers, money wage is the most important or even the only way to guarantee the labor force reproduces. So employees try their best to get more money wage. That is why they work hard. In traditional theory of Corporation Salary Administration, Salary Administration is used as the only way to inspire employees.With the establishment of Modern Enterprise System, radical changes take place in the enterprise's management thought and management model. We think that only relating the enterprise's benefit with employee's benefit tightly, turning employee's labor into their investment to enterprise and also get benefit at the same time, taking parting in enterprise's creation and development, so that they can stimulate employee's enthusiasm radically. And at the same time, the enterprise has also carried on a more careful division on the salary management object. Transform the monetary wage part into the non-monetary wage. This part of non-monetary wage plays an important role in setting up employee's thought of corporate responsibility to enterprise, increasing their approval to corporate culture ideas, strengthens staff's individual skill and improving staff's working condition, making it more comfortable and so on.For some enterprises that are in good operation, on one hand, they raise the same profession average salary level, on another hand, On the other hand, using the more flexible salary management model to excavate employee's intrinsic value. This thesis research this kind of problem and predict the future. For example, the establishment of employee share, that is to say, Let the staff have enterprise's partial properties by way of becoming the enterprise shareholder. Setting up the thought of working for enterprise is just working for themselves. They would like to challenge the work which can create more value. So that they can get more sense of achievement during the process of creating value. For those enterprises that are not in good operation, and can't inspire enterprise's vigor by way of raising the salary level, they will pay more attention and energy to optimize the operating efficiency of salary management system. They hope to reduce the non-efficient management cost, and strengthen enterprise's market competitiveness according to the effective management to salary and no-salary.All in all, The thesis advise the enterprise salary system should be gradually developing to the non-economic salary and the energetic salary. And more and more economic reward and material reward turn into kinds of enterprise welfare. According to the high enterprise's salary welfare to attract talented persons, keep them and manage them. The traditional salary system will turn into enterprise's salary welfare management, and at last, become a kind of enterprise's welfare management. Guide the emphasis of enterprise management from money salary to no-money salary, pay more attention to the individual value.