The Design Of Compensation In KY Manufacturing Co.Ltd

30years of reform and opening up, along with capital, energy, competitiongradually declining, talent competition intensified, especially in the21st century, theera of knowledge economy, human resources management more and more importancein enterprises, talent and even become a corporate whether the core competitiveness ofthe important symbols.Pay as a human resource management part of the core, hasbecome a business can attract talent, retain key talent. Therefore, the establishment of acomprehensive, competitive, salary system for the enterprise, the enterprise’s futuredevelopment and even the survival of enterprises of great significance.Firstly, through the strategic compensation theory, theory of differential pay andperformance management exposition of the basic theory and analysis, combined withthe characteristics of the development of China’s private industry and the need forchanges in the external environment, to find the theoretical basis of pay systemdesign.Secondly, a comprehensive analysis of existing remuneration system KYManufacturing Co., Ltd., found business problems: Salaries internal transparency andlack of fairness; staff promotion channels for a single, lack of enthusiasm; externalsalary level is not high, lack of competitiveness.Finally, there is the real problem forthe enterprise to effectively develop a new remuneration system, which not only solvedthe problem of the existing remuneration system, and the new remuneration systemmore scientific, rational and long-term for the company long term stable operationdevelopment provides a strong guarantee.