Optimization Design Of Salary System Of Credit Cooperatives Grass-roots Agency Staff

Along with the rapid development of economic, knowledge has become the main power to promote the enterprise forward, human resources as the subject of knowledge is especially important. Therefore, how to attracting, retaining and motivating the talent will become the core of enterprise gradually stand out. In the situation of increasing competition between enterprises, the human resources management model is arising profound changes, salary management is the important means to motivate employees as the core content of human resource management, must make reasonable improvement to adapt the enterprise management and development. Throughout MDQ credit cooperatives salary system:the form of salary structure is single, lack of long-term incentive measures and have flaws,"simplification" and "short-term problems" of the salary system are more and more can’t meet the needs of management and development. Therefore, the design of a reasonable and effective compensation management system, to improve the competitiveness of the credit cooperatives, to ensure the long-term development of credit has important significance.In this paper, current theory of salary system and design was reviewed, the concept of salary, structure, function and salary system design of the basic principles, the steps of a comprehensive were defined and researched. Take MDQ credit cooperatives employee salary system of grass roots as the research object, and through the investigation of the current pay system for analysis, find the internal, the main problems of master, hold the gap between credit cooperatives and other banking institutions. According to the development strategy of the credit union and salary strategy, take the problems and the gap as the starting point and the foothold, under the guidance of corresponding salary theory and salary system design theory, comprehensive consideration of the post, skills, the economy salary system was designed on principle of strategic, competitive and incentive and communication, in addition, from the independent and satisfaction, and a sense of award achievement, the pride of popularity of the enterprise and brand, salaries measures were specified.This paper is the try of the combination of salary theory and salary system design of credit cooperatives staff, from the actual situation of rural credit cooperatives of Shandong province, take MDQ credit cooperatives staff salary management as object,The job evaluation scheme is designed from six aspects such as the level of education, knowledge and skills, job characteristics and so on, to design the economic compensation from the management, performance assessment, guidance of honor,to design the non economic compensation from staff training, occupation development and cultural system, so as to form a comprehensive compensation system optimization scheme, aims to offer reference and basis into human resource reform by fully realize its job and the extension function from salary system redesigned.