The Research On Salary Optimization Scheme In Japanese Y Enterprises OF DALIAN

According to the statistics, Japanese companies accounts for about a quarter among the foreign enterprises in Dalian. They are labor-intensive, first pouring into China with China’s reform and opening-up policy. That is to say the initial purpose of their investment is to reduce cost. However, with the constant development of economy, the human resource cost in domestic labor-intensive industries is increasing, and the salary level and structure of Japanese enterprises in Dalian cannot adapt to the development of China’s economy. Since July27,2005, the employees of Toshiba Dalian Co, LTD. first launched strikes because of unsatisfactory with salary welfare, then a chain of strikes happened in Japanese enterprises asking for salary raise, for example, Dadukou Dalian Co., LTD and Japan Canon Dalian Co., LTD and so on, which has formed a vicious circle. Up to now, there are strikes occurring in Japanese owned enterprises in Dalian caused by unsatisfactory with salary every year.Therefore, how to deal with the strikes in Japanese enterprises caused by salary has become a biggest problem, with no exception of Y Company (Japanese). That is why choosing such a subject, as the senior leader of Y Company (Japanese). This paper puts forward the research on salary optimization scheme; in order to provide valuable literature for the managers of the enterprise to handle salary management effectively. This paper, Firstly, from the perspective of salary management and based on the research achievement of many experts and scholars, it introduces human resources management theory, compensation management theory, incentive theory and so on basic theories actively, analyzing salary and compensation management theory and other related concepts. Then, through the questionnaire survey and investigation, it makes a deep analysis of the present managerial situation of Y Company (Japanese) and the reason caused. Secondly, on the basis of the salary design purpose and the following-up principle, combined with Y Company’s salary structure and related data, it puts forward salary optimization scheme for Y Company (Japanese) using qualitative and quantitative analysis method, in order to provide reference for managers to do salary management. At last, the paper gives measures for safely operating Y Company’s salary plan. This paper, on the whole, forms a relatively systematic salary design analysis system, with the exception to provide inspiration for Y Company (Japanese) and other similar Japanese enterprises on human resources management, especially on the practice of salary management.