The Research And Improvement Of Redesigning For Salary And Welfare Of MA Company

During the times changed, now the human resources management has been the core management level of a company. As we all known human resources management is not only the tools of company management, but also be a kind of management method of a company. The reasonable payroll design is the core of human resource management. A company's core incentive system is also need reasonable compensation design. We all find that a good compensation system can be the key role to motivate staff. Company faced with a big problem is that how to fit with the demand of company strategic and management development via research and optimize the compensation system. A good compensation and benefit system is a very important constituent of a company. For employee management, it is good for enhancing the activity and motivation. For company management, it can fulfill the overall plan combine with the enterprise strategic aim.This article takes the MA holding company salary system as the object of study. Start from the actual and present fact study the company's salary system. Take the near modern remuneration theory as the instruction analyzes the enterprise extant salary system problem. Using the skills to reality the MA company compensation redesign by the three steps:ask question, question analysis and sole problems. First, write the job specification, do job evaluation, set up position salary, to make it systematization and rationalization. Second, set up a effective performance appraisal system and merit pay. Third, enlarge benefit system and add flexible benefit, change the old benefit system, perfect benefit system. At last, change bonus system, produce the best possible results.This article goal is in order to solve the salary system actual problem which the enterprise involves, the establishment procedure, the method, the content optimizes, all of them have certain reference and the models have significance for the other enterprise's salary system.