| With the advent of the knowledge economy in the 21st century, competition among enterprises is increasingly fierce which is the competition for talent behind the competition, and the human capital of company plays a decisive role on the development of enterprises. In businesses, as corporate executives or HR should think about that at the moment is how to attract and retain talent through human resource management, and fully motivate and mobilize the enthusiasm of the staff to provide talent and intelligence support for enterprise development. Within the work of the Human Resource Management, academia and the practice find that salary management is need to be serious attention and think about, that how to establish fair employee salary system to attract, recruit, train, motivate and retain right talent is the key for the enterprise.With the start of the basic theory of salary management, this paper elaborates the definition, classification, composition, influencing factors, functions of salary, and then introduces the theory of fair management theory in salary management, on which LH’s salary management system were studied based. With reading and sorting literature, we conduct questionnaire on LH company before collecting relevant information and find and summarize salary management system problems in LH company by means of questionnaires and statistical analysis, and the research shows that there are four problems in salary management system:salary system, internal equity, external equity and personal perception. With combination of fair theory, the article designs and builds salary management system with integrating economic and spiritual salary so as to improve the sense of fairness for employee and also proposes countermeasures and suggestions to protect the salary management system implementation. The results of this research is hope to provide some practical guidance and reference on salary management for other companies in the same industry. |
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