Ch Appliance Manufacturers Pay System Optimization Design

21st century management is the management of people in this time, human capital has become the key to success. At China's market economy, whether private or state-owned enterprises are at the design and management of Compensation on the prevalence of problem in urgent need of solution, the specific performance of domestic enterprises Compensation most of the design of a lack of fairness in internal and external lack of competitiveness,these negative factors have directly led to the loyalty of employees and enterprises to reduce the decline in overall performance. Design and management remuneration is no longer simply be distributed to staff salaries or to increase the Compensation process, but difficult, complex, full of contradictions management, so the need for systematic, comprehensive, scientific manner Compensation the process of design and management .CH is a famous home appliance giant holding subsidiaries. Because of the company's business development, from production-oriented enterprises into production and operation enterprises, the deployment of staff from the mainland into the headquarters in the coastal autonomous recruitment, remuneration of the original model not meet the growing needs of enterprises and employees, hampered the company's growth. The purpose of this paper by optimizing the design of the Compensation system to help the CH company management to resolve the current salary at the main problems, and better incentive Compensation to play a role in enhancing the staff's work.In this paper, the use of modern enterprise human resources management, remuneration management and so on, a combination of problem-oriented, questionnaire survey, staff interviews and other research methods, program design focus on theory and corporate practice. First reviewed the summary of the Compensation structure of the relevant theory, the remuneration system for the redesign of a good theoretical basis. And on the CH company Compensation system had an in-depth understanding and analysis, to determine the Compensation is low positioning, fairness and lack of motivation, management and other major non-standard questions, and then combined with the company, the salary system in accordance with the design of seven large steps, the introduction of quantitative job evaluation methods, the use of broadband-based Compensation structure, Compensation system has been redesigned, and managerial, technical, sales, operation sequence positions of the points raised. Finally the effect of the new program and inadequacies were evaluated and concluded.For such a representative of the significance of the company must analyze its Compensation system to optimize system design, not only to solve the problem faced by CH practical significance, but also of similar enterprises in the development period on the Compensation system design provides a reference value.