M Enterprise Salary Management Present Situation And Optimization Strategy

In order to get sustainable development of private enterprises, Success in the fierce competition, must give full play to human resources advantages, at the same time, the introduction of advanced ideas and methods to attract and retain talent. Therefore, further study of private enterprises pay management status, in view of the situation to find the problems, put forward the countermeasures and Suggestions of operable, to inspire staff potential, to ensure the achievement of organizational goals, finally realizes the member companies a win-win situation, is of great significance.This article through to M enterprises to carry out follow-up survey, using the specification method, case method and comparison analysis method, analysis about the present situation of the enterprise salary management, put forward the relevant optimization scheme, relevant conclusions are as follows:M enterprises pay structure and lack of rationality, the lack of compensation standard post compensation standards, compensation adjustment is too casual, despising "internal compensation" and attaches importance to "external compensation", pay secrecy, such outstanding problems as lead to employees discontent. The cause of problem are mainly: lack of salary management system, human capital has not caused take seriously, will pay as a pure cost, the existing compensation management model has not adapted to the development of enterprises.In the M optimization strategy, enterprise’s salary management should adhere to the people-oriented, implementing broadband pay, employee involvement, the principles of fairness, transparency and performance oriented. On to this enterprise pay specific optimization scheme, from the aspects of company’s overall management benefit distribution, from the company’s management benefit distribution and annual business target values determined for the project design; In functional positions pay package design, through the implementation of the democratic appraisal, determine the post value evaluation factors, classification and post office and so on rank and salary and position of rank in the aspects such as the corresponding table set up compensation optimization; In the workshop production salary system design, from all the jobs of salary structure, specific accounting standard, the hourly wage calculation standard, overtime calculation standard accounting standards and the probation period, welfare salary law from several aspects such as compensation optimization.The new compensation plan in the concrete implementation process, the existing stable cross does not reach the designated position, lack of communication, lack of implementation process and matching system, organization structure, responsibility changes in compensation plan adjustment etc. According to the above problem, by organizing training, make match the pay system, perfecting the welfare system for further complement the existing compensation system, the implementation of the new compensation plan after analyzed the desired effect, achieve the increase of the per capital output, finally realize the win-win member companies.