The Compensation System Optimization Research Of S Real Estate Development Company

Into this century real estate industry is concerned, the real estate market is so full of rapid changes as to be unpredictable, the market competition environment to be very severe, the professional differentiation markets are make. Strategic layout, the design of the characteristics value chain show in recent years, the professional talents appear contradiction between the both demand and brain drain, the cost and compensation in most of real estate enterprises, especially the private real estate enterprises be confronted with a problem of "talent shortage".How to retain people, attracting people, motivating people is a common problemto every private real estate enterprises at once,which directly reflects the basis of the incentive and retain talent factor is the compensation. In view of the circumstances, to solve similar problems we will use empirical quantitative research, it is reference significance.In this paper a local representative private real estate enterprise-S company’s management practice as material, through the in-depth study of human resource management and salary management theory, and refer to a lot of salary management books and case, to write the paper. It applied and drew lessons frompoint-factor method, maximum points between the absolute differential constant method, linear regression method, step and factor analysis methods etc., that according to the empirical sample on S company. The paper analyze the total compensation questionnaire survey, job evaluation, factor weight and structuremathematical models that these questions showing nonstandard and not adapt to the development of the incorporationby the statistical productand service solutions18.0and analytic hierarchy process6.0. and integrated the empirical analysis with the quantitative analysis to write the suggestivemeasure. To obtain some achievements on research what the functionalorganizationstructure was put to use. and on account of it, the30salary grades to be make on50posts:the posts salary point value regression analysisacquired0.9748in line with the requirement; the30salary grades used regression analysis what it consulted the market average salary level, about correlation coefficient R2gaining 0.9447. it was more than0.9. which the fruit satisfied a salary policy line, at last S company" s salary structure file came into being. The subsequent part of the paper that optimized the indirect compensation and the reward, and put forwardindemnificatoryrecommendations, the end of the dissertationexistences study on the extension of value.Because of the research for questionnaire survey, the problem diagnosis and the pay system problem diagnosis, shows a few questions valuably after summing up. strategy, cost and human resources should be build closer relations of system, it isn’t simple considerations in absorb talents and internal training system, compared to pay high salary, business cultural development and team building is more the market competitiveness.