Study On Optimization Of Salary Management System In HD Group Company

Under the historical background of the economic globalization,state-owned enterprise and national assets reform and rapid development of internet,our enterprises must explicits the future direction development,and enhance the core competitiveness.The period of “Thirteen Five Year Plan” is the critical period of strategic transformation of Chinese enterprises, in order to coordinate with strategic adjustment,innovating the human resourses management idea has reached a consensus. In the next five years, under the principle of the national human resources and social security department will adjust to market mechanism, independent enterprises distribution, equal consultation determine, the government supervision and guidance,to accelerate the formation of wage decision and growth mechanism of orderly rational decision, coordinated with labor market supply and demand relationship and enterprise economic benefits is the main target of compensation management of enterprise.A good compensation system can help the enterprise attract, retain and motivate employees,stable the staff, and then promote the realization of the strategic objectives of the company.The HD group is a typical restructuring state-owned enterprises to modern joint-stock enterprise, through the introduction of advanced enterprise management system, the enterprise success to get over the difficulty of reform of the state-owned enterprises,the enterprise production work into the benign orbit. However,because of the original idea of thinking highly of the production, udervaluation the management,the enterprise salary management system has many problems, such as salary structure design is not reasonable; the types of salaries are not clear;the structure of salaries is not reasonable;nonperformance appraisal allocation scheme opaque; the performance management becomes a mere formality, the performance does not pay the role of the problem,it has led to that the staff is not satisfied with the salary management system, dampened the enthusiasm of the staff work, and even triggered departures of high quality staff.In view of the above factors, this article chooses the compensation management system of HD group as the research object,through the use of Heidegger’s analytic method, interview method and comparative study method to conduct in-depth research on the existing problem in the salary management system in HD group,propose to the company development strategy as a guide to draw up the compensation strategy, determine a reasonable level of remuneration, design a scientific salary structure, improving the performance appraisal and formulation of countermeasures, to completely solve the original salary management system problem of HD group company, and provide some references for related enterprises.