Ltf Company Compensation System Optimization Research

Salaries, the importance of the "Food" to describe belong to the old and young,broad and deep, involving all aspects of both the macro level of policy design,micro-execution at the operational level management throughout the companyoccupies a very prominent position. Specific to the individual, it is the price it paid bythe individual, the embodiment of personal values, is the affirmation of the companyto pay for individuals. In a sense, it reflects a personal commitment to the extent ofsocial scale, carrying self-consideration of the role of considerations, ethicalconsiderations, expectations for future considerations. Therefore, both reflected as thematerial to be honored, and more reflect the diversification for the company’smanagement is certainly encompasses the spirit of attribution, moral attribution ofvalue attributable to other aspects. Both positive and effective remunerationoptimization can make full burst of the momentum of sustainable development tocreate a source of wealth to flow to the fullest extent, the fighting capacity of theemployees can also be fully condensed, execution and innovation for the company’stake-off wings. Remuneration optimization is people-oriented, user-friendlymanagement needs, the company bigger and stronger do need to do fine. Therefore,optimization of the legal compliance of fair and reasonable harmony pay the companyto plan the future, the scientific development of a strategic choice.LTF as a foreign-invested joint-stock textile enterprises, after many years ofaccumulation and development, has become a development is relatively fast,relatively large scale, credibility is relatively good company, to promote localeconomic development, optimizing the regional industrial structure, to solve socialworkers, employment has played a prominent role. The past two years, the textileindustry competition more fierce, profit margins continue to decline, the industryadvantage is no longer outstanding. LTF has long been a focus on foreign marketdevelopment, and focus on product research and development efforts, to make a fuss,especially in the internal management salary structure optimization has been puttingin the effort is not enough. The resulting series of negative issues such as unstablepeople quit reorientation. Based on the economic situation, the situation of theindustry, the company’s situation awareness and analysis of the eye inward, tappingthe potential management, restructuring the existing pay system, build dynamic,outside of the remuneration system of the tension, full of the enthusiasm of the staff ofthe company, creative, people Since the potential is fully tapped, the energy of thepeople are fully condensed, the spirit of forging the company’s Highland valueterritory, personnel depression has is the the LTF company continues to improve thedevelopment of choice.From the remuneration of the general theory, this paper, combined with the theLTF company’s actual situation, the use of qualitative quantitative, fixed combinationof a fixed area, integrate theory with practice, executives combined with staff andother methods, in-depth analysis, depth of research. Thoroughly understand themarket, to drill through the theory, find out about the truth on the basis of the remuneration of the general theory, a general rule, the general method, which runsthrough well-designed the LTF remuneration optimization. The new optimizationprogram closer to the market, more close to reality, closer to the people, seeking truthfrom facts and the corresponding proposed a series of safeguards. New optimizationprogram is to abandon the original program, the company innovation, advancing withthe embodiment of development depends on the development for people and thecarrying out of the fruits of development shared thought, I believe the sounddevelopment of LTF company have a direct role in promoting the model reference,the same types of enterprises in the same industry.