| Compensation management is an important part in human resources’six big modules,resource management has been attach more and more attention in today, so compensation management’s importance is self-evident. Marketers will introduce enterprises products and services to the market and customers, and they are the enterprise important human resource reserves and resources. However, how to effectively combine the marketing personnel and salary management together, better compensation management will better services in the marketing personnel, services in the development of the company’s overall strategy,.so many enterprises are facing these problems. System itself is not good or bad, the key lies in keeping up with the trend of the times and the actual situation of enterprises.Long Rui Technology Development Co.Ltd. is a company engage in communication and computer,and it is a high-tech industry. Now, with the development of science and technology, the companies which run computer, computer accessories, communication equipment have sprung up. Price competition and product competition between enterprises are extremely competitive. In order to obtain a larger market share, these companies must make great effort in human resources,and better design the salary system for the company’s marketing staff.Long Rui company’s marketing staff is a group of young men and women, they are vibrant,and they have a variety of needs.with the continuous development of enterprises, the existing salary management system has been carried out many reforms, but still can not be very good for business development services. This study aims to table a proposal for optimizing the company’s compensation system of Long Rui, hoping to help Long Rui to make better competition in the market growth.Based on the basic theory, background and the topic significance of compensation management, and according to the basic theory research of marketing staff, I not only introduced the basic situation of the Long Rui Company,but also described its current situation and problems in the salary management.Then I designed and implemented the new safeguard salary measures on the Long Rui Company.The Long Rui company’s compensation system had many problems.For example,the overall satisfaction on staffs is not high, the salary structure is irrational, the benefits satisfaction on workers is not high, lacking of diversity and individuality, the implementation of the pay system is not scientific.The paper via two aspects for studying the problems raised above.They are the adjustment of remuneration system and salary structure. And the adjustment of salary structure has four main parts--basic salary adjustments, performance pay adjustments, bonus adjustment, welfare and subsidies adjustment.The innovation of this paper is mainly reflected on the specific content of the salary structure of the marketing staffs who worked in the Long Rui Company,and submit a safeguard measure on the problem.However,due to the limited information and ability of author, the paper designed some measures on Long Rui Company’s salary management system may has many shortages. So the readers need to modify and improve it in practice continually. |
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