The Optimized Design Of X Pharmaceutical Company's Salary System

Talent is an important component of the competitiveness of enterprises in today's society,the development of human resources is a key factor for the development of enterprises,it is also part of good corporate management of human resources management.Human Resource Management for enterprises,reasonable salary system capable of enterprise human resource management play an important role in the company's human resources work best for the development of enterprises make a reasonable strategic planning;from the staff level,to improve the pay system can stimulate the enthusiasm of staff to create more wealth,in order to achieve personal development and business development with the progress of a win-win situation.Specific to the development of SMEs,companies should establish a correct concept of human resource management,compensation system design science,design and make the appropriate remuneration for different employees,so that employees can work pay,hard work and have the ability more I was eventually able to retain talent,so that employees development and business development combine to achieve their long-term strategic development plan.In this paper,case study approach to SME X pharmaceutical companies for the study,analysis of the salary management system.Its compensation system problems are: pay system deviates from business development,attractive salary system for employees of small,insufficient salary incentives and other aspects.From the company's employees pay satisfaction survey found that reasons for its problems,mainly that the companies do not make rational planning for human resources management,human resources management system in force is not sufficient to meet long-term development needs.From X Pharmaceutical company reality,market-oriented economy as the background for its management system reform and restructuring should be established mixed remuneration system and pay system combining multivariate salary system.On remuneration of employees,taking post salary,performance pay,bonuses three combination,so that employees have the confidence and passion to work more active and obtain appropriate compensation or reward,while staff salaries but also with the department or the business sector phase hooks,but also the sector assessment,personal evaluation also serves as an important basis for salaries measured.Ultimately establish a diversified performance-oriented flexible compensation management system.Ultimately establish a diversified portfolio based pay system,performance-oriented compensation system flexibility.Improve the compensation system can not only stimulate the enthusiasm of staff to create more wealth,but also so that employees retain talent development and business development combine to achieve their long-term strategic development plan,the paperaims to SMEs cope with the management of change,able to build realize the value of human capital,while wealthy fair,competitive,flexible incentive compensation system to make some useful reference.