| Nowadays is knowledge-based economy era, human resource is not only one of the most important resources of this era, but also an important factor in the success of the enterprise survival and development. As both a branch of human resource management and a basic means of fair allocation of resources, compensation management’s important role in human resource management must be taken seriously, so companies are increasingly concerned about how to design a scientific and rational compensation system to attract, retain and motivate talent. This paper selected the KSGE Company that the author was more familiar with. KSGE Company is a small enterprises, has been committing to the transmission and distribution lines, power cables, transformation, distribution power plant engineering design, installation, testing and maintenance for a long time. KSGE Company currently uses the post compensation system, salary difference is mainly based on levels of post grades. This salary system is lack of fairness and excitation, and the salary structure is irrational, which causes that company couldn’t stand out in the fierce competition in the market. Firstly, this paper introduced KSGE Company’s developing history and the present situation of human resources on the basis of reviewing compensation management theories. At the same time, we did the salary satisfaction survey, than analyzed the survey results to find the problems of current compensation system and presented an "external equity, internal equity, self-fair" compensation system. Finally, we proposed a set of security measures and recommendations to ensure the new compensation system can be smoothly implementation.This paper selected a true company as a case, and toke the strategic development goals and feasibility as the point of departure, therefore, this paper has strong maneuverability. However, due to the limited time and ability, this paper has no further discussion on benefit-sharing plan benefits and non-monetary remuneration partial part. This poin is expected to be improved in the future related research.According to the research in this paper, the author hope to have a better understanding of KSGE Company’s present situation of compensation management, and the new compensation system can meet the needs of company’s strategic development. Finally, KSGE Company’s market competitiveness can be enhanced. As a representative of electric power engineering company, the thouthor also hope this paper can provide reference for other companys. |
