Study On The Optimization Of The Compensation System Of HNMCQ Company

With the company structure to tend to flat, the number of traditional internal job grading is compressed greatly, employees only through a limited number of position competition pursuit or improve academic and professional titles, etc.) to enhance their own pay. So we need to import a and is not the same as the previous salary system, to change the past the company’s salary system in focus only on some characteristics such as according to the job or jobs into a kind of salary system, or according to the educational background, professional title promotion to set up a kind of incentive mechanism, the salary system and more practical performance linked, and prompted the company to achieve long-term development lay the foundation, make it better adapt company structure reform tends to flatten.The company to HNMCQ as the research object. Firstly, the paper introduces the the research background and the domestic and foreign present research situation, then introduced the principles relating to compensation and its design, including compensation content, compensation strategy and domestic and foreign well-known companies the compensation strategy. Combined with the actual situation of the company HNMCQ, using compensation system used the modern salary management thought and method of analysis HNMCQ company actual problems, on the basis of this design a new set of broadband pay system. In the process of compensation design, the participants, can not be too single, but to strengthen compliance multi-party participation principle, and in the job evaluation, to ensure that the evaluation of the implementation of transparency, the post value of analysis and calculation, so that each post salary standard, this as the basis of salary design. At the same time, but also with the enterprise strategy in the near future, and the position in the labor market pay positioning benchmark, on the basis of the calculated on all positions in the company / types of salary range, and draw out the company’s salary range. At the end of this paper, the compensation system is evaluated, and some suggestions are put forward on how to implement the new compensation system. Based on these studies, this paper is to re construct suitable for the company’s current situation, and very effective broadband salary system. The new salary system, contribute to help employees achieve to improve the working ability, and put staff income and the benefit is good, so as to enhance capability and core competitiveness of the company’s continuous development, pay attention to foster the talent, high-quality human resources for the company to lay the support, convenient for the domestic similar enterprises in the new energy development of compensation system design work to provide reference.