Study On The Salary System Optimization Design Of H

The key to enterprise development is to have a good cooperation with team, and an excellent team of employees, must have excellent talents. If an enterprise wants to have the competitive advantage in the market, must first obtain advantages in human resources, competition for human resources, becomes the market competition the focal point and the core day by day. A scientific and rational compensation system will not only attract excellent employees, and is detained by the enterprise, moreover can also become one kind to cause staffs personal interest with the enterprise benefit consistent powerful tool. In fact, the fair and equitable pay system so that enterprises in the competition in a powerful weapon.Case enterprises H is a famous road design and supervision of company in Zhajiang. Over the past decade, the company has expanded rapidly. Under the influence of such factors, the salary system of H company has become the company’s main obstacle to fast forward. The urgent matter is establishes a set scientifically, reasonable, has fairness and the excitability internally, has competitiveness outward salary system, to ensure that the company’s rapid and steady development. This article is precisely in line with such goal, in the context of enterprise compensation management, the paper use the demand theory, double factors theory, fairness theory, expected theory, intensifying theory. Because the existing pay system have some problems of obviously unfairness, hinging the technology-based employee development, lack of incentives, the paper design a new pay system following the principle of fairness, incentive and strategic. The new pay system which link with contribution, performance evaluation, dynamic assessment hope to solve the salary obstacles of development of the company. In order to better ensure the implementation of the new pay system, in the early running, the company should set up the implementation group to be responsible for the new system and the executives should be involved in. At the same time, the company designs the evaluation system to inflect the effect of the new pay system. Through to H company case’s analysis and the salary system’s optimization design, provides certain reference for the similar enterprise’s salary system construction.