Research Of Compensation System For Salers In HST Company

Most of China's small and medium industrial enterprises in the same living environment,production technology and production scale is almost the same,to enhance their core competitiveness,the most effective way is to increase the efficiency of human resource management,focusing on the development and use of human capital.Human resources management is not just part of the daily management of small and medium industrial enterprises,but more related to the survival and development of enterprises is an important part of corporate strategic management.Well-established system of remuneration and compensation system is the company's strategic goals down to the important human capital development program of action used by a reasonable salary system implementation plan to achieve a better guide employees,motivate employees purpose.HST company after years of rapid growth in the construction of the initial phase,the face of depressed state of titanium metal processing industry,the economic efficiency of enterprises steady fall.Such an environment for the development of the company's proposed HST challenges urgently require HST by improving their management level to increase the enterprise's core competitiveness.The issue of pay system redesign that is one of corporate governance reform needs HST.This paper aims compensation system and learning theory research on existing pay HST company management analysis and diagnosis,and the use of the relevant principles of the company's compensation system to improve and re-designed to make it more competitive and better motivate employees to achieve the purpose of improving the company's human resources management HST.The full text is divided into six parts,the main contents are as follows:The first part is an introduction,mainly to clarify the research background,significance and content and methodology.The second part of the pay system design overview of the theory,mainly including the concept of pay,compensation function,factors affecting pay,pay system design related theories,the basic form of salary,the basic principles of design and other remuneration.The third part introduces the HST company overview,basic conditions and present pay system salespeople HST company's sales department,and analyze some of the issues HST sales staff compensation system exists.The fourth part is the core of this paper that,combined with the actual situation HST,on the basis of the original pay system,under the guidance of related pay system design theory,companies pay for HST system redesign,determine each company's sales department HST Post Salary system re-design its basis.The fifth part of a brief description of the company's new pay system HST program implementation and to guarantee the expected effect of the implementation process,including internal research phase,the development phase of the program,propaganda stage,organization and implementation of the experimental stage,collect new remuneration scheme and program evaluation stage modification phase,and ultimately through the company's management and sales staff that communication and investigation,to ensure that the desired results.The sixth part of the article discusses the HST sales staff remuneration system redesign ideas and solutions are summarized and discussed.