| The compensation management system can basically represent the management level of an enterprise, as a resonable one can bring vigorous momentum to the development of enterprises. However the problem of compensation management system usually leads to the decline of an enterprise. In recent years, the fast development of construction industry has brought about not only an unprecedented development opportunity,but the influx of more and more competitors for construction enterprises,which make those enterprises having awareness of unexpected eventualities realize the importance and urgency of constantly improving their management level. Therefore,at present it has become the important topic for every Chinese enterprise on how to establish a set of suitable compensation management system and distribution scheme for their own development as well as how to maximize the potential of enterprise human resources as much as possible.From the perspective of human resource management, compensation should mainly embody and play its incentive function. Focused on the case study on a state-owned construction enterprise, the optimization scheme on several aspacts like compensation system, performance appraisal, the design method and so on was put forward to make the new system more in line with the actual operations of the company through the analysis of current compensation management system and the pros and cons of feedback in operation.In this paper, by means of questionnaire and face-to-face interview, the survey was carried on the income level of employees, salary distribution, welfare form, benefits, performance appraisal method and so on and got rich and truly real feedback. Combined with industry characteristics, compensation management theory and the latest research results, an optimized scheme was recommanded in view of the existing problems. In addition, communication channels for compensation were set up to build a dynamic self-adjustable salary management system. |
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