| Chinese enterprises in human resources management experience of time is very short,coupled with insufficient recognition of management of the enterprise in this respect, the basic work of human resource management, there are serious defects caused by unfair distribution enterprises pay contradiction is more and more prominent.Belle group was founded in 1992, after more than 20 years of development, the company has formed a diversified of the nation’s top footwear brands. Currently, the development of belle group anhui branch is entering a critical moment, how to deal with the fierce competition at home and abroad industry, survive in the market of the margins of society and constantly growing, become a pressing problem enterprises must face. And the company compensation management system already can not adapt to the needs of the development of enterprises, there are many problems and defects, serious influence employees’ initiative, cause a loss of high-quality talent, restrict the further development of the enterprise.This paper is to belle group, anhui branch staff salary management system as the research object, summarized the related theories of compensation management system, in combination with the practical situation of belle group of anhui branch and pay satisfaction survey to the original compensation management system in company diagnostic analysis, find out the main problems existing in it and analyze its reasons. On this basis, the use of the latest design theory and method of compensation, belle group anhui branch employee compensation management system for improvement. Finally, to staff the new compensation management system implementation and evaluation, and points out its shortcomings. |
PDF Full Text Request