Nanjing Private Enterprise Compensation Management

Recently, with the development of non-government economic in Nanjing, appearing some problem in the salary and reward management, mostly including inside and outside aspect:the internal low management situation blocks the enterprise progress, the external owing salary and escaping salary brings the society problem , consequently how to improve the salary and reward management becomes a question for discussion.Firstly, the article analyzes the mistake and harm of salary and reward of Nanjing non-government enterprises, then brings forward the thesis , hopes accelerating more progress of Nanjing non-government ecnomic by solving the salary and reward which is called the soul of HR.In order to solve the problem, the article analyzes the developmental status of Nanjing non-government economic in chapter 2 and Nanjing non-government enterprises compensation in chapter 3, hoping to correct the situation, consequently we take the following as references in chapter 4: the western salary and reward mode, the distribution guide of our country, the mainstream contemporary era compensation mode.Again the article brings forward the solving way in chapter 5, including how to do among the government, the staff and the employer.In conclusion, we try best to put forward a set of the advanced and practical theory to solve the problem of salary and reward of Nanjing non-government enterprises, we must take some measures and strategies: first, the salary and reward strategy based on enterprise life cycle. second, differentia strategy based on different post and role, including operator salary and reward mode, research and development staff salary and reward mode, seller staff salary and so on.In general, the objective of study is to grasp the salary and reward to promote the progress of Nanjing non-government enterprise, and achieving the multiply-winning among the government, the staff and the employer.