Research On Remuneration Of Remuneration System Of RY Asset Management Co., Ltd

In recent years, with the increase of residents’wealth especially the high net-worth increased, wealth management as a new concept gets more and more attention of financial instituton. Not only commercial banks, securities companies and third-party wealth insititutions which advtanges comes from the traditional mech portal committed to the wealth management, but also insurance information, public funds and private equity funds which are good at active investion management make the goal of transforming to wealth management.The RY asset management co., TLD (hereinafter referred to as the RY company) was established and runned under this background and it is approved by the Chinese Securities Regulatory Commission, the RY company specialized in specific customer asset management business and other business.that Chinese securities supervision and Managemeng Committeea approved.The RY company is emerged from the parent compangy’s public offering of the fundmanagement company but also relay on the parent company strong ability of research and development strength and active management.After the RY company was registered and running, its basic human resources management followed the parent company’s salary system which basic the structure of the industry peak in2007and only have benn made to improve in recent years. The main business of RY company and the parent company is different, the relevance of pay design and performance is not high, it is can not effectively arouse the enthusiasm of each department employees and bad for the development of the company.The management of the RY company has a deeply awareness about the pay design problem for motivating employees, such as the related degree ofsalary and performance is not high and the postinternal fairness is defference etc. In order to promote the healthy development of the enterprise and to deal with the fierce market competition, asking the RY company to design the compensation system. In this paper based on the analysis of the present situation in the salarysystem of the RY company and found the problem and solve it.The research results will be implement of the company after the RY shareholders approved. If the scheme is successful, we wish to provide reference for other companies about pay design.