Salary Design For A Company Based On The Analysis Of The Position

Compensation management has a very far-reaching impact on the development of enterprises as it is the most important part of modern human resources management. The design of compensation management has the function of protection and incentives to attract and retain outstanding talents for the corporate human resources, and it has a very important and practical significance of achieving the corporate strategic objectives as well. However, from the current point of view, the design of compensation management in many enterprises is unreasonable because they do not have the correct understanding of how to design it, so it is difficult to produce the expected result. There are various ways of the employee’s salary incentive and constraint scheme design, among which based on the job analysis can distribute salary according to position level and contribution, and it enables the position of enterprise value to quantification, which has very important practical significance. From the futures industry in company A, it hasn’t a system of compensation design and complete welfare system with such problems as no system, no design, optional fixed salary, irrational pay gap and so on, which, to some extent, hampers the industry talent cultivation and the development of the industry, makes a big competitiveness gap between domestic companies and foreign company, and hinder the process of internationalization of the domestic companies.The thesis takes company A as the research object. First of all, it introduces the current situation and existing problems of remuneration package in and analyzes the current compensation problems such as backward of designing ideas, disconnecting of pay levels and market, simplification of model, unreasonable pay gap, lake of evaluation standard, short-term behavior, and incomplete welfare system in company A through the questionnaire survey. Then, the thesis analyzes the improvement direction and design ideas of remuneration package in company A, discusses the process and the difficulties of remuneration package, and takes some examples to clarify how to use the remuneration package in company A. Finally, the practical problems and counter-measures in the implementation process are discussed in the thesis. Hope this research can play a reference role in formulating a better remuneration package in conformity with the enterprise in the process of human resource management.