The Optimal Design Of The Salary System Of F Subsidiary Company Of Z Company

Upgrade along with the development of the economy, the proportion of knowledge workers in enterprises is increasingly, how to motivate and retain talent workers has increasingly become the key to enterprises to participate in the competition. The salary system is the key to enterprises to attract and retain employees. Good salary system can attract and retain talented people effectively. On the contrary, unreasonable salary system will make the company loss the talented people. Z group is the domestic well-known large-scale joint-stock company, mainly engaged in construction engineering, energy engineering, environmental engineering and traffic engineering. Construction of infrastructure such as major high-tech research and development of production of major equipment required. The company is equipped with N subsidiaries. With increasing competition at home and abroad, the company is on the depth of talent demand and pay more and more attention to how to excavate potential employees. To attract top talent and improve staff enthusiasm, the company needs to solve the problems.The thesis is based on the compensation management system of F Company of Z group, and focus on study of compensation system design of F Company. The first part of the thesis expounds on the compensation system both at home and abroad related important theories. The thesis concludes the important theory and design method. The compensation theories provide a solid theoretical basis to F company compensation system design.The thesis is based on the theoretical research, and carried on the detailed research of the company’s corporate structure, human resource management system, and salary management. We fund the problem of the human resource management of F Company by doing the questionnaire survey of employees and talking face to face with employees. We analyze the causes of problems, and combined with the theoretical research results, and finally we determined the salary design method, target and implementation plan. Effective work is the key to ensure that the new compensation system can work. We put forward some feedback mechanism and safeguard system in the end of the thesis, smoothly compensation reform has provided the safeguard for the company.