M Highway Management Ltd. Salary Scheme Study

As a very important part of human resource management, managing compensation is a top priority in any a firm for its management and employees. It usually links the long-term development of a firm and affects the overall business performance.At present, our country Enterprise most prominent question is lacks unifies own characteristic to carry on strategic and the systematic ponder idea and the angle of view, enterprise's salary management is not exceptional. The salary design and the management systematic characteristic and the constitutive property are the most need to be paid attention in the enterprise. Therefore, the enterprise should consider how to solve the enterprise strategy and the salary system matching problem? How to make the salary system management strategic in the enterprise under the guidance, promoting the enterprise strategic target realization, and promoting the enterprise's competitive power? What the present paper emphasized is to consider the enterprise strategy and the salary strategy systematic. It embarks from the overall strategic direction, expanding the localization of the salary strategy, thus designing the salary plan to support the staff development and the enterprise achievement promotion.After some literature reviews in theories of managing compensation and motivation, this paper designs a compensation system for company M on the basis of analyzing its current situation of compensation and disadvantages, which can satisfy the employee's needs, support the firm's strategic development, and ensure the implementation of business objectives.It is very clear about the salary project design goal, according to the contribution to gain the salary and the salary system of the fair assignment principle.This paper mainly discusses some problems related with compensation management existing in state-owned companies when they are transformed into a market-driven business model, and how to establish a job-based and pay-for-performance compensation system for these companies in terms of basic principles and theories. The innovation of this study is its unique payment design for company M, which is more suitable for state-owned enterprises'salary reform during their institutional changes. Furthermore, findings in this study are probably used by similar companies for achieving competitive advantages of human resources and maximizing the benefits of organizations and employees.