ABC A Branch Remuneration System Optimization

Remuneration is a sensitive topic, the pay system is an important component of human resources, business management is an important aspect of many motivating factor, plays an important role in the development of enterprises related to every employee salary systemthe vital interests of a direct impact on the stability of the team. Reasonable pay system can not only effectively stimulate the initiative and enthusiasm of the staff, but also improve team cohesion and solidarity, so that employees can continue to improve their own abilities and qualities, improve work efficiency, work hard, and make greater contributions to the development of enterprises, to achieve a virtuous cycle; the other hand, the pay system can also affect the overall performance, plays an important role in the operation of the entire enterprise. In today’s market, the global economic situation, rapid economic development, and an endless stream of new things, the old pay system gradually suited to the development of modern society, some impact on enterprise development, therefore, how to motivate staff enthusiasm and creativity, and enhance the comprehensive competitiveness of enterprises, reflecting the important thinking of the people-oriented, and to establish a scientific and reasonable pay system has a very important practical significance.Introduction combing existing research background topics of purpose and significance of clear research methods and ideas, and then the overall evaluation of literature review to clarify the existing compensation theory is reviewed, the development trend of modern pay system, and advanced foreign pay system. Then the third part of ABC A branch of the pay system, on ABC A branch pay system problems in document analysis, questionnaires and other methods of in-depth research and analysis, and explore the ABC A branch pay system problems and causes of the problem, such as the salary structure is not enough scientific and reasonable remuneration to the lack of external competitiveness; yet to fully implement the performance appraisal; welfare policy is not flexible enough; single incentives, the effect is not obvious; pay system is the lack of long-term incentive function, mainly due to the residual thoughts of the planned economy, the performance evaluation system is imperfect, the payroll system and other regulatory impact, the incentive is not enough. On the basis of the previous two parts, Part V of the pay system optimization program. Part VI of the article also discusses the ABC A Branch of the remuneration packages of the effective implementation of safeguards. In this paper, the optimization of the ABC A branch pay system to a certain reference value.