Design Of Compensation System In Y Company

Following the advent of the knowledge economy age, the most important issue of the modern enterprise is no longer the capital, technology and other issues, but human resources. At present, this problem is the core and key problem of any economic, management and even social problems. And the salary as the enterprise to influence human value to play and create important means, more and more get the attention of business circles. Nowadays in China, it is getting through the period of transition of planned economy to market economy. To build a modern company Compensation system managing the socialist market economy is also necessary. For those medium and mini sized companies to learn the experiences of the huge Company and make the applications of the theory to the reality is necessary in Research.Y Company is in the growth period, the rapid Development of enterprises have not drive management level improved accordingly. In strategy, plan, organization, control etc, management lag and empiric is more prominent. Execution, compensation management and training system imperfect is the result of the decline of employee cohesion, low performance, low loyalty, low responsibility and low satisfaction. So the design of the pay system is imperative. Y Company has been to follow the "traditional" pay system and remuneration imperfect. Re-design of the pay system is conducive to scientific management, trust and belonging for staff. Y company compensation management goal is the improvement of the pay system, promotion of future strategic development goals and long-term gains.In this thesis, based on the basic theory of compensation management system design, combined with the actual situation of Y company, systematic and comprehensive analysis of the many problems of the pay system in Y company, and re-design y company pay system.The paper is divided into six chapters. The first chapter rises out the context and trains of thinking and research method. The second chapter is described by the intension and function of compensation, the master mode and the procedure and the classical theory of compensation management. The third chapter is the presentation of Y Company. This includes developing course, organization structure, humane sources situation, state of operation, corporate culture and development strategy. With the structure and the level of compensation in Y Company, and presents the actual situation of compensation management. Meanwhile, it analyses the effectiveness and problem. According to the aim and principle of compensation management design, the forth chapter is the design of compensation management program, which is consisted of regular compensation and performance compensation and welfare, and is based on work analysis, job evaluation and compensation investigation. In order to ensure the implementation of compensation management program, the author brings forth the assorted securities in the sixth chapter. The author makes a conclusion in the last chapter.