Research On The Salary Administration Of The Private Financial Service Enterprises

As a core content of incentive system in enterprises, salary administration helps enterprises to attract and retain talented employees. As for private enterprises, to establish a series of salary distribution plans which not only match their paying ability but also possess internal unity and external competitiveness enables enterprises themselves to retain and activate talent and make employees create more wealth. To traditional salary administration theory, however, people pay more attention to the direct economic returns, especially the monetary wages. Under the background of the current social environment, modern salary administration system has overcome some shortcomings of the traditional compensation management and meanwhile derived some new problems. To solve these new problems, we must set up a more reasonable salary administration system.The competition between enterprises is actually the competition for talents. Therefore, the key to the development of enterprises is to attract、retain and develop new talent and make full use of the existing talents. Salary administration system plays an important role in human resource management in enterprises. It is not the only way to motivate employees, though it is a very important method which is used commonly. With the same salary amount, different salary structure、 management mechanism and mode of payment may lead to different effects. So it is a matter that how to realize the maximum of the compensation incentive effect and to benefit the stability of the staff worth paying attention to. This paper discusses the salary administration problems in a certain private financial service company. Hope to help private enterprises with the reform and improvement of salary administration system.