HL Company Compensation System Improvement Research

Compensation system construction and the improvement of enterprise keep talents, motivating talents and the promotion of the core competitiveness of survey and design enterprises play an important role. In survey and design industry market declines, cake shrinking and pay the face of tide, how to adjust the compensation policy effectively motivate employees, to become the enterprise top managers and important problem in front of the human resource management department, an enterprise can establish perfect compensation system, by means of good salary incentive, will directly affect the survival and development.HL company is composed of institution reform of private architectural design firm, more than 60 years of development, has created today have high-quality professional talents and knowledge skills precipitation company, after the restructuring of rapid transformation in the ten years ago, rapid growth in the market. At present, the company is faced with talent increment couldn’t keep up with business increment, high-quality talent to the area of small and medium-sized enterprises, the present situation of the compensation system of steam. HL company to implement the company 10 years the rapid development of output and per capita output value, it is imperative to improve and optimize the compensation system.Under the guidance of the theory and practice, this paper takes the HL company as the research object, to rethink the HL company’s compensation system. First in using the theory of compensation for the company’s compensation system present situation has carried on the system analysis, in the form of compensation questionnaire and data statistics to find the existing problems. Combined with the company’s development strategy, in determining the HL company compensation system to improve the objectives, principles and ideas, on the basis of using the theory of compensation system was improved design, mainly includes the post sequence of improvement, the adjustment of the external market salary survey, salary mode, salary structure, salary and bonus to design and total compensation control, etc. Highlight position, salary, bonus to design personnel design improvements, break title restrictions, to better reflect the ability level of technical personnel, at the same time bonus according to the project accounting greatly increase the timeliness, fairness, and standardization of bonuses, the effectiveness of the incentive. To ensure the effectiveness of the system implementation, this paper also proposed the implementation of supporting measures, to guide the later work smoothly.Study the HL company compensation system improvement, not only can solve the problems existing in the HL company compensation system, and providing reference to other peer enterprises pay system improvement.