The Exsiting Problems And Countermeasures Of Compensation Management For T Company

Human resource management among the crucial part of the salary management constitute a large, but also part of the core elements of modern management. Improve the situation remuneration system, and the overall fate of the enterprise will be closely associated, particularly among the growing high-tech enterprise, effective planning labor costs, attract more qualified people, but also play a decisive influence. With the growth of the current ideas about society and technology, compensation management attracted more and more attention. But there are still many companies still take the relatively backward management system, which not only failed to stimulate their initiative, but to limit the evolution of one of the core elements of business growth. For research and development as the core of T companies, rapid growth in their business process, there are also such problems.First, the paper relates to remuneration for the research carried out finishing operations, and then summarized the industry and basic research findings argument on this issue. Second, a chart pattern to explore specific measures to T company-specific management structure and compensation management, specific salaries for executives, technical, marketing and other aspects of administrative staff to carry out a more detailed discussion. Third, compensation management for the specific conditions of the enterprise to carry out case studies, in order to complete the questionnaire as a basis for specific pay levels, competitive, incentive effects to carry out analysis, to explore its presence in the various inadequate compensation management, and discussed issues related to the specific reasons. Fourth, according to the analysis results for the aforementioned problems, a comprehensive optimization of remuneration guidelines, further notes that its compensation management to optimize operations among the need to further adjust the ratio of specific salary, salary effective operation of broadband effect, being added in the management of ideas about total compensation, effective set specific pay differences and supporting flexible welfare system, further supporting the proposed optimization approach for managing multiple types of remuneration of employees, which covers annual salary system for senior executives, as well as supporting the introduction of broadband pay system for the technical aspects of dual regulation, and for marketing of the relevant provisions of the positions taken by diversion, administrative improve relevant aspects of the system performance, optimization and other relevant provisions of the assessment, design stock incentive plan for all employees. Fifth, supporting the proposed safeguard measures on optimization measures can effectively reach, companies need to build support among the growing human thought, but also about the need to optimize the performance appraisal system to enhance employee engagement in which, to improve the existing training system, strengthen the building enterprise culture, etc. Sixth, with supporting analysis for the business management as a basis for further summarizes the overall strategic fit demand compensation management needs of enterprises, about the preparation process of the system need to strictly implement the standards of fairness both inside and outside; specific excitation pattern need specific needs of employees as a basis; such systems require fit basic needs of the market; in particular management activities, need the full attention of corporate culture play a leading effects argument, it is desirable in order to be able to deal with the various problems which exist, so that salaries can play a stronger incentive effect, while playing some references for the high-tech enterprise compensation management problems in terms of growth among the value.