Design And Implementation Of A Enterprise Compensation Management

Twenty-first Century is the era of opportunities and challenges,human resource management is the key to competition.With the development of the market economy,the change of the enterprises in our country is huge and rapid.First of all,the subject reflects the author's studies on the domestic and foreign enterprise management,through research and Analysis on the salary of the salary level of research,the author studies including research on compensation structure and compensation strategy of three.Secondly,this paper takes A company as the research object,using the method of scientific investigation,combined with the current salary system of enterprises,and through the industry standard,with the company's development goals as a guide,the salary system of the company's existing problems and causes are analyzed in detail,including the internal and external aspects of the two,that the group exists mainly internal fairness,lack of overall low salary level,unreasonable salary structure,salary floating proportion and adjustment time is not reasonable and the salary incentive effect is not strong.Again,based on the depth analysis of the compensation system,combined with the objectives and principles of compensation design,and the use of broadband compensation theory is used to design the salary system of the company,the salary management system has strong operability and pertinence.The first aspect is the overall level design,generally has the following 4 strategies:(1)market leading strategyThe market of an enterprise is in the period of expansion,there are a large number of market opportunities and room for growth,the demand for high-quality talent is urgent,and A's own ability to pay is relatively strong.(2)market following strategySuitable for enterprises that have established or established their own market positioning,and have formed a more stable market share.Whether it is a business model or management model,with reference to the industry benchmark enterprises,then,A companies pay the same level of reference benchmarking enterprises.(3)cost oriented strategyIt is also called the backward compensation strategy,that is,an enterprise does not take into account the market and competitors pay level in the development of compensation strategy,only to consider the production,operation and management costs,low wages.(4)hybrid compensation strategyThis strategy is the use of different compensation strategies for different departments,different positions and different talents.For example,the status of a firm's core and key personnel and strategic position,the use of market leaders pay strategy,while the general status of the general talent,non leading pay design level strategy.The second aspect is the design of the salary structure: generally through the scientific analysis of the existing position of the enterprise,to design the compensation structure which is in line with the enterprise,to meet the development of enterprises.Finally,the implementation of the compensation management system(1)job analysisJob analysis can lay a good foundation for further implementation,and its importance is self-evident.Due to the lack of a comprehensive understanding of the work objectives,responsibilities,work content and working conditions,resulting in a mere formality of performance appraisal,salary management system is expected to play its due role.Therefore,job analysis is an important foundation of modern human resource management,is the first step in the implementation of the compensation management system.(2)post evaluationThe main features of the post evaluation is to post the wrong person,only the work itself has nothing to do with the job evaluation,job evaluation,so the absolute value can not accurately measure the position,but the measurement of different position or relative value relatively orderly,and give it a certain weight.(3)salary surveyIn order to ensure that in the design,there is no interference from external factors,in the establishment of broadband pay,do a good job in the market salary survey,preliminary investigation is not a simple form,but a prerequisite for compensation design.(4)determine the performance appraisal methodsPerformance appraisal is one of the important factors that influence the change of salary.Through the performance appraisal,can effectively improve the company's management process,improve the job description and work flow,mobilize the enthusiasm of the staff,mining and motivate employees,improve the management and execution ability of managers at all levels.Of course,good organizational security and institutional protection is also an important support to promote the implementation of the compensation system program.Only according to the goals,principles and ideas of salary,the job analysis,job evaluation,salary survey as the basis,design strategy,accurate positioning of enterprise salary system compensation mode,can effectively optimize the design and implementation of the compensation system.