Research On The Reform Of The Salary System For ACHT Company Based On Strategic Transformation

With the growingly fierce market competition and increasingly white-hot competition betweenenterprises, under the background of gradually product homogeneity, the enterprise competition is the talentcompetition in the final analysis. Therefore, the enterprise can develop and use the human resourceeffectively or not and how to gather the core talents to enhance its competition advantage, which becomethe key to win the sustainable development of it. As the core part of the human resource management, thecompensation management is the key work to gather and motivate the talent, and only the compensationsystem in accordance with the enterprise practical situation can effectively motivate the staff and promotethe realization of enterprise strategy targets.During ACHT’s process of gradually withdrawing from the CRT glass shell business and entering intothe photovoltaic glass, natural gas and energy-saving glass industries, the original compensationmanagement has a lot of problems, which has been difficult to meet the needs of ACHT’s transformationdevelopment and even hinder the its transformation development to some extent. Therefore, the focus ofthis study is to design and build the compensation system matching ACHT’s strategy transformation underthe new situation and combined with ACHT’s actual situation to further motivate the staff’s positivity.Based on the enterprise strategy transformation and the compensation system theories, taking ACHTas the example and according to the scientific methods, the author redesigns the compensation systemconforming to ACHT’s development from the following aspects: Firstly, the author introduces thebackground of ACHT’s strategy transformation and expounds the concept, characteristics and buildingprocess of the compensation system in this background. Secondly, the author analyzes the existingproblems of the compensation reform and finds out the proper methods by the study of strategytransformation. Thirdly, the author expounds ACHT’s compensation system design and reform strategy indetail, compares the differences before and after the compensation system reform, builds the propercompensation strategy by the background analysis of the second business and strategy transformation andtries to build a set of workable broadband compensation system with the starting point of enterprisestrategy transformation, performance guiding and performance assessment basis. Finally, the author makesthe conclusion and puts forward some useful reference for the flexible compensation management system with fairness, competitiveness and inspiration to adapt to the strategy transformation.The author also hopes that this study will provide the peer or some enterprises with the sameexperiences some reference.