Guiyang H Real Estate Company Pay System Redesign

With the rapid development of the real estate industry in recent years, human resource management is playing an increasingly important role for real estate companies in maintaining a competitive edge. Salary system design is an important part of human resource management. How to design and implement a salary management system that can match the company's existing management system, and promote the improvement and development of the company performance have always been the questions that managers think about. H Company in Guiyang is a young real estate company, because of the increasingly fierce competition for talents in real estate industry in recent years, this company, by the way of salary satisfaction survey to its employees, found out that employees'satisfaction towards salary is pretty low. To attract and retain talented people, salary system reform is both inevitable and necessary.The article diagnoses and investigates the problems existed in its original salary system based on relevant salary theories. Insist the performance appraisal being the prerequisite of salary system reform in combination of the enterprise long-term development strategy, and design different salary mechanism specifically to different nature of positions and different characteristics of talents. Its main composition is the basic annual salary system for the management, structural salary system for ordinary employees and bonus system for sales person. Combining the theory of salary level strategy, the company adopts combined salary strategy giving market-leading strategy the priority in terms of the positioning of salary level. As to the selection of salary structure strategy, this company uses combined salary structure strategy, in which highly flexible salary pattern for management and sales but mixed salary pattern for ordinary employees. The new salary system has changed the situation in the past that only the management and sales person had the performance salary, and this performance salary is now paid as monthly bonus and year-end bonus separately. Through the analysis of work to job description, take evaluation method to make position evaluation, get the post after coefficient and further determine employee post salary a specific amount. For the design of welfare, besides keeping the original welfare, paid leave as well as staff training is also being carried out to the real sense.All in all, in addition to pay the safeguard function, the new salary system in performance salary, post salary and employee welfare considered fully competitive salary and motivation. After the optimization design of the basic salary system is expected to reach the goal and finally it formed into a guaranteed, competitive, fair and motivated salary system which also satisfies the strategic development of the company.