Study On The Design Of Manufacturing Enterprises’ Salary Based On The Strategic Management

The 21st century is knowledge-economic era, with the rapid development of economic; competition among enterprises is increasingly reflected on talent. To attract and retain talent is the key for each enterprise which wants to maintain sustainable development. But in terms of talent strategy, as the most important incentive measure, salary could stimulate employee’s enthusiasm, initiative and creativity. Salary concerns every employee’s vital interests, and is the core issue in the development of modern enterprises. Experts and scholars in many countries have researched salary system and achieved good results. But with the continuous development, enterprises have more questions. On the basis of the valuable experience of our predecessors, combined with own actual survey and taking an manufacturing enterprises as an example, this paper does further study that how to design a salary system from the strategic angle. According to organizational vision and strategy, to improve and optimize the current salary system, so it will form a set of relatively scientific and reasonable salary system which will promote enterprises to attract and retain more talents.This paper adopts the method of case analysis to carry out the research work with taking Y Corporation as the case. Y Company is an electronic component manufacturing enterprise, with producing microphone, speaker, Bluetooth and other electronic products, and have nearly 20000 employees including managers, researchers, technicians and other staff. In such a large-scale manufacturing enterprise, it is important to meet the demand for workers which is good for mobilizing the staff’ work enthusiasm, and this will enhance the production efficiency and the performance of the company, so the leaders should salary attention to the needs of employees and to develop a scientific and rational compensation policy and improve the company’s incentive measures. This paper makes a thorough investigation aiming at the current salary condition of Y Company and puts forward a corresponding solution. The research process is as follows:First, we investigate into Y Company’s current salary system by means of a questionnaire. Then, using the SPSS data statistical techniques to analyze survey data and find the problem in the salary system. Last, aiming at these problems, on the basis of summarizing their experience, we design a set of salary system based on strategy management. The optimized salary system emphasizes the use of salary structure groups, such as the combinations of basic salary, performance salary, welfare, allowance and stock options; It also points out that broadband firewood and flexible welfare system could better improve the salary system and promote salary system to play its incentive function; At the same time, it emphasizes the importance of the intrinsic motivation to meet employees’ needs, and points out that the enterprise should salary more attention to employees’ higher demand and make full use of the intrinsic salary incentive effect to increase staff’s working enthusiasm.Salary system design should abide by certain principles, including internal fairness, competition, the incentive, economy and the principle of legality. Especially the principle of economy, many enterprises set salary policy without considering cost control, which increases the enterprise’s economic burden, it is not only failed to reach the purpose of compensation, but hinders the normal development of the enterprise. From the angle of strategy to design the salary system, making compensation as a human resource strategy, it can enhance the enterprises’competitiveness, promote organization’s growth, and drive the implementation of enterprises’strategic objectives. This is the paper’s starting point, is also the foothold.