Study On Compensation System Optimization Of Jiangling Die-casting Company

Since the Seventeenth Congress of the CPC, joint-stock system reform of state-owned enterprises gradually spread, Jiangling die-casting company had joint-stock system reform of state-owned enterprises in 2006, and had assets reorganization in 2014, entered into joint ventures with a German company. In a full range of change, all the stuff are extremely sensitive to compensation, the reasonability of salary strategy and the compensation system designing relates to the stability of employees, the smooth transition of joint venture business, the future of company’s sustainable development!This paper studies on the case of compensation system optimization of Jiangling die-casting company, using the method of combining theory and practice. First of all, start with the concept of salary, compensation system and overall compensation. By using economics, management science and psychology perspective system, this paper explains domestic and foreign scholars’compensation research status about the minimum wage theory, the sharing the economic theory, strategic compensation, maslow’s demand theory. And this paper analyzes compensation mode selected by domestic and overseas companies, such as Great Wall Motors and Chang’an motors, aiming at laying the theoretical foundation for subsequent analysis. Secondly, this paper analyzes Jiangling die-casting company from the development course, industry status, personnel composition, compensation status. Its compensation system has the problems of low degree of satisfaction, does not have the competitive, fairness, and so on. That is closely related to the company’s development, strategy and the consciousness of managers. Accordingly, put forward compensation optimization scheme for Jiangling die-casting company. According to the method of dividing hierarchy, classification and module, the principle of strategic orientation, external competitive, fairness and of incentive, improve the compensation system on basic wages, bonuses, allowances, benefits and equity and other substances. At the same time design spirit compensation solution from the balance work and life, praise and recognition, and career development and opportunity, eventually establish the overall compensation system of the company. Finally, establish safeguard from the organization change, enterprise culture establishment, ensuring to put the scheme in effect.