The Design On The Compensation System Of Jinxin Car Company

In a healthy market economic system premise, the competition betweenenterprises is ultimately a talent competition. The compensation system reflectingtalents and social status value is the key factors in talent competition. Compensationmanagement plays an important role in enterprise’s human resources managementprocess. A scientific, reasonable and embodied justice, motivation, competitionprinciple compensation system is very important for the realization of the humanresources strategy. Reasonable compensation design is an effective and main tool andmethod to attract and cultivate talents and keep talents widely used to contemporaryenterprise. Therefore, whether companies can set up perfect salary and compensationsystem will be directly related to the realization of the enterprises’ development goals.The aim of paper is to study Jin Xin vehicle Ltd.and discusses the principle andrationale involving design of compensation system. By a great of collectinginformation, data, survey and interview, there is an analysis summry the currentsituation and major problems regarding compensation system of Jin Xin vehicleLtd.on the base of internal and external compensation survey. Meanwhile, the papercombine very popular theory and method of strategic salary and broadband salarystragsy involving human resources salary management to modify design forcompensation system of Jin Xin vehicle Ltd.The paper remains the advantage of original compensation system and redesignsthe compensation model, compensation levl, compensation structure and welfarepolicies of the Company. The paper also highlights the feature of internal fairness andexternal competitive of compensation system design and put forward strategies andsafeguard measures to ensure that the new compensation system design scheme to besmoothly implemented. The paper is based on practial cases and the situation analysisand solvement, which is involving compensation system design of Jin Xin vehicle Ltd.,also comes from practice. The method of compensation design and determinateperformance indicators,which is after researching the specific cases, both aresummarized after the practice in real enterprise, so it has the stronger practicaloperation and significance, which is able to provide a reference for salary paymentsystem optimization of similar enterprises in the same industry.