The Research On Design Of Compensation System For Luoyang SR Enterprise

With the development of science and technology, private enterprises in our countrydevelop quickly. But the same time, there appeared some threats that blocked thedevelopment of private enterprise. The emergence of these problem would lead toprivate enterprises to continue to improve，so forming A specification and systematicmanagement will become an important lesson of private enterprises, especially inhuman resource management. At the same time, compensation’s system optimizationis an important part of human resource management.This paper focuses on the privately enterprise’s salary system optimization. aenterprise’s existing problem that this paper involves Is the common problem ofprivate enterprises. Some designs of the wage system is able to have some guidance tothe similar problem of private enterprises. The purpose of this paper is that companiescan truly understand their human resource problems especially the wage system.According to the actual situation of the company, we will use the scientific concept ofcompensation management theory to optimize the company’s wage system, so that thissystem can promote the long-term development of the enterprise.According to the modern compensation system, this paper analyzes existingwage system of a group. Firstly, we briefly introduces the concept and goal andprinciple of compensation system.Then we introduces some relevant theories of salaryand incentive. Secondly, we analyze and conclude existing wage system of SR group.Thirdly, we use the relevant human resources management theory and design a newSR group compensation system analysis, including wage structure of design andwage’s limit and performance salary assessment and broadband salary. So we formscientific and standardized system of wage system. Fourth, according to optimizedwage system for SR enterprise, we will trial in management training department andfind out the unreason able place and again improve, so that we can spread to all the departments of each unit. In the implementation process，there may be someobstacles. Firstly, apart of the company staff can produce a backlash in the trial.Secondly, a part of the managers has a wrong understanding of broadband paydeviation, and go off track in the execution. So we find out the corresponding methodsto solve it. First of all, we should early do propaganda work and reduce the staff’snegative emotions because of wages optimization. At the same time, the company hasintroduced the collective consultation and individual interviews and other forms ofpropaganda. Second, we should strengthen the training work. The company invitesfamous experts to answer confusion of employees and managers and fully understandsthe system of compensation management.