T He Diagnosis Of Salary System Of A Company

2008 & 2009 first half year all over the world suffered economic crisis which brought huge losses to many enterprises. Under the upheaval external environment, those enterprises make lower and lower profit and face more and more severity competition, especially in Chinese market, it is hard to keep the original strength and advantage as the information is highly transparent, instant, and public in website. As a professional of human resource in foreign enterprise, initiative and reactive to the change of human capital market with expeditiousness, agility and elasticity is necessary and can stand up in the economic crisis.Human capital is the most vital resource to each enterprise. In order to fulfill the strategy target, firstly need to realize the human capital operation immediately, then to gain more business, get more market share and achieve more profit for shareholder and related parties. Therefore, the human resource system should match the strategy dynamic and fast to defeat the competitor. To attract, motivate and retain the key talent as the cut-in point in this essay, diagnose the compensation and benefit system in A company, then raise the way to the problem. This reform is good to get through the economic crisis, establish 2 new braches, improve the competition, increase the profit, motivate employee and keep loyalty. The most important is the competitive and elasticity compensation system, which is vital to attract, motivate and retain the key talent. Finally, this system effective implementation can be efficiency to the talent pool foundation after the economic recover in 2010.After the vast demostration and the data analysis, firstly,it states that the compensation & benefit system must serve the company stratedy, and reform according to the change of the company strategy. Secondly, with the diagnose of the compensation system, A company should change the positioning in the market which can prepare to attract the talent,and establish the new branches.Thirdly, the elastic compensation system can motivate the employees to exert their ability and skill, which better to serve the company target; the effective compensation system can attract and retain the key talent; the optimized resource project can be the good way to achieve the target of reducing 5% personnel cost than 2008. Fourthly, the motivation compensation system has to pay more attention to short term and long term target. Fifthly, compensation system must have the exterior, interal and individual equilibrium, which are the 3 balance points. Finally, compensation system reformation should cooperate with the other moduel in Human Resource system.