YL Company Compensation Management System Diagnosis Report

Compensation management is an important part of human resource management, compensation philosophy is more and more attention by enterprises and their employees, to establish a competitive compensation management system can not only arouse the enthusiasm of employees to work and study business, enhance the staff’s sense of responsibility and ambition, will enhance the employees’ work performance and ability, thus effectively attract talents, retain talents, promote enterprise fast development, on the contrary enterprise if unreasonable problems in compensation management, will hinder the enterprise development to a certain degree.YL company is a high-tech enterprise engaged in the LED industry, in a certain stage, the development of the enterprise management is also aware of the current compensation management already cannot satisfy the needs of enterprise development, and try to rely on increasing the way of human resource cost to arouse the enthusiasm of the employees’ work and retain talent, but the effect is not very ideal, therefore, at present the company’s internal salary management problems, establish a scientific and reasonable compensation for the company management system is very important. Before company compensation management system diagnosis, this article refer to a large number of domestic and foreign research data, analysis of the compensation management of related theory and research method, the integrated use of questionnaires, visiting interview, to the enterprise internal data statistical analysis and other methods of diagnosis, the present situation and problems of enterprise salary management to the modern compensation management theory of human capital theory, incentive theory, based on the theory of strategic compensation and it is concluded that YL company compensation management system exists does not match with the company strategy, post setting and function is not perfect, lack of fairness, incentive and performance of the system is not sound, the problem such as the welfare system is not perfect, on the basis of analyzing the causes of problems, all the staff of the company to position classification, rewrite your job description, form a detailed post value evaluation system, to determine the different job employee position salary, performance bonus, welfare, etc., in combination with the practical situation of YL company use pricing, in order to make the salary and work prize of scientific compensation management, implementation of its employee compensation system improvement methods greatly stimulate staff’s work enthusiasm, keep enterprise core talents, so as to promote the development of enterprises better and more stable.