Research And Design Of ASC Company Salary System

In recent years, with the development of the human resource management theory,human resource management plays an important role in the company, it has graduallybecome from the personnel management to the strategic partners. The salarymanagement is the most important one in the all human resources managementmodules; it was also come into notice by the company. A fair and reasonable salarymanagement system is helpful to attract, retain and motivate staffs. It can help thecompany control the cost and realize strategic target.In this dissertation, I researched and analyzed the salary management of ASCBeijing Company, which is a hotel service residence. Combined with the modernsalary management theory and the result of market salary survey in the samebackground, I found the problem in procedure of ASC Company salary management,and put forward the improvement suggestion on it. Specifically, first I reorganizedmain research results and viewpoints of the salary management both at home andaboard. Secondly, I introduced the industry characteristics, the development prospectof ASC Company and the human resources situation, which leads to human resourcesmanagement, especially salary management, may have to face the challenges in thedevelopment process of ASC Company. Third, through the analysis of the turnoverrate and turnover reason, I found that the compensation problem is the main reasonfor leaving in the ASC Company. Fourth, further to analyzed the ASC Company’scompensation structure, the difference of compensation level, the performanceappraisal system, the salary adjustment scheme and the salary level of the marketcompetitiveness, I explored the existing problems in the salary management, andanalyzed the reasons of the problems. Fifth, based on the analysis of the aboveproblems and combined the methods and steps of compensation design, I reviewedthe job description, used IPE method to rank the positions, then adjusted the salarywith the market salary survey data, the corresponding position and salary standard.Sixth, according to the problems of the salary structure, performance evaluation, andsalary adjustment, I put forward improvement suggestions. Seventh, forecasting someproblems may appeared in the process of the implementation after the improvementof salary management system, I proposed the solution to these problem, and then accessed from four dimensions of the salary management system, like the internalequity, the external competitiveness, the incentives for the employees, and the costcontrol. Finally, I put forward the direction of ASC Company salary management cancontinue to develop and explore in the future. I hope that ASC Company can be set tothe concept of people oriented, further improve the performance appraisal system,increase the participation of employees, strengthen staff training, and constantlyimprove the corporate culture construction in the future development process; andwith the help of the improved salary management system, it could reduce the turnoverrate, retain valuable employees, and attract talents. At the same time, it can save thecost of human resource as well.