JLC Company Salary System Analysis And Design

Salary system is a "double-edged sword",an effective system of remuneration can attract, retain and motivate human resources businesses need to effectively improve the overall efficiency of the enterprise, to promote the development of the company; on the contrary, it will, if is used improperly, discourage employee motivation, lower job performance, hinder the achievement of corporate strategic objectives.This paper redesigns JLC’s compensation system, as JLC’s existing remuneration system for the research object.This paper describes the definition of remuneration, details of the remuneration functions and five today’s mainstream design patterns, collate and analyze typical salary pattern of Chinese, American, Japanese well-known enterprises, set forth problems that may be encountered in the enterprise salary incentives. Systematic study of compensation theory provide a scientific theoretical basis and direction for JLC compensation design.On the fundamental research, this paper collects all the information of JLC company, including the situation overall development, JLC ??company’s organizational structure, manpower, etc. Followed by the study of the data, it analyzes the JLC company human resources management, primarily the status of compensation system, and, on the employee satisfaction questionnaire, finds out the problems in the company’s pay administration. Secondly, aiming at various issues of JLC’s compensation management, in accordance with the principle of compensation design,the research determines the compensation design objects and ideas. Finally, in accordance with the objectives of JLC company, this paper designs JLC’s salary system.This paper argues that, in JLC company’s existing salary system and human resources management system, there are many weaknesses, therefore, the paper studies operating status of JLC company’s compensation system situation and the externalcompetitive environment, designs a suitable compensation system. It is hoped to provide reference for other SMEs when designing the salary management system in some extent.