Research Of Salary Structure Optimization Of The Brokers Of Harbin Branch In China Merchants Securities

With the rapid development of the market economy as well as the changeable business environment, the Chinese enterprises in the fierce competition is becoming gradually from weak to strong, and human resource factors is an important guarantee for the progress of these enterprises. The competition of the 21 st century, in the final analysis, is the competition for human capital, who can master the core talent, who will be able to stand out in future competition. Therefore, how to attract, retain and motivate staff and inspire them work efficiently, is the most concerned topic of the corporate managers. Compensation management is the core issue of human resources management, a set of advanced, scientific, and rational compensation system will be an important weapon to motivate staff and thus achieve the corporate strategic objectives.Compensation management as one of six modern human resources management module, since the beginning of the 19 th century, has become the focus that economists and management experts study. Not only has the traditional management functions, compensation has also played a huge role in attracting and retaining talent. If the pay gap too much with other companies in the same industry, employees will be feeling of insecurity, cannot focus on working; if companies pay too high, it will potentially increase costs. In the process of effective management, with the organization structure increasingly flat, job level declining, the power to be continued downward, the proportion of knowledge workers growing, the traditional pay system that based on post salary and performance pay has obvious lack in motivating employees. In order to attract, motivate, develop and retain the best staff to increase enterprises competitive advantage, companies need to rely on corporate strategy that establish a scientific, reasonable salary system.Through analyzing the brokers of Harbin Branch of China Merchants Securities original situation of compensation system, the study summarized the main problem of the brokers of Harbin Branch of China Merchants Securities: the compensation system was outdate, performance appraisal system was not sound, competitive remuneration was not strong; and then combined with modern salary management theory and based on policy-based pay and performance-oriented policies, optimized compensation system design of Harbin Branch of China Merchants Securities broker, including setting regional and implement a scoring system, salary structure, salary standards, trade commission and account payments and marketing prize fund; Finally, introduce the pay system implementation from securities broker compensation management and performance management. At the same time, in order to ensure the smooth implementation of the new compensation system, the study would establish four safeguards, namely the participation and support from senior managers, good communication and feedback mechanisms, the mechanism of protection from the human resources and corporate culture, strategy-oriented mechanism.Through the research, this paper found that the compensation management system is the key factors to achieve the common development of employees and enterprises and enhance the core competitiveness of enterprises and the competitive advantage. Although this study put forward the compensation designed method in connection with the brokers of Harbin Branch of China Merchants Securities current state, it still possesses the reference and guidance for other enterprises in the same industry when conducting the compensation system design and reform.