Redesign Of The R Company Junior Managers Salary System

The basic lever management personnel is considered as the backbone of the state-owned enterprises, is not only the actual implementation of assigned tasks, but the commander of the actual operation of the workers as well. So it is an important part of enterprise human that can not be ignored. If the salary of the basic level management personnel lacks of fairness, it will lead to the emergence of the following phenomena. First, the working enthusiasm of the basic level management personnel is not high. Second, it will lead to the miscellaneous personnel. Third, it will lead to brain drain. As a result the strategy development of enterprise has been influenced. Constructing a reasonable compensation scheme for grass-roots management personnel is the foundation of the stable development of enterprises, is the foundation of establishing the incentive system and is an important part of human resource management.Based on the background of compensation management system in R company, the article is divided into five parts to redesign the pay system.The first chapter is the introduction. It points out the research background and significance of the paper and elaborates the research status at home and abroad. The second chapter is the theory summary. It defines the definition and function of compensation. And the related theories and common salary system are discussed. The third chapter is a survey and an analysis of current salary system of R company. This paper introduces the basic situation of R company and its compensation system, and based on them it analyses the existing the problem of the compensation. It finds the midpoint set of contradiction. The fourth chapter is the redesign of the salary plan. Based on the position analysis and combined with the salary evaluation, the performance appraisal management and so on, it carries on the optimized design of the salary plan of the basic level management personnel in R company. The fifty chapter is the guarantee measure at salary system, starting from the organization, communication, management and system---the four aspects, discusses the security measures to complete and perfect compensation system to ensure the improved system can run smoothly. We hope the research results of this thesis can provide some help for the salary design of other similar enterprises.