L Company Middle Managers Pay System Optimization Research

With the continuous growth of the social economy and the increasing competition among enterprises,the current economic form is rapidly entering the era of knowledge economy.In the era of knowledge economy,human resources has become a widely recognized key resources,has become an important factor restricting the development of enterprises.An enterprise to survive the fierce competition and achieved great development,it must be accounted for the initiative advantage in the management of human resources development,and in the management of human resources development,establish a scientific,reasonable and effective compensation system is a powerful guarantee for enterprises to take the initiative to accept competition and the development of.From the enterprise point of view,a set of effective employee compensation system,can stimulate the inherent potential of employees,so that employees produce more enthusiasm for the enterprise to create more value.Nowadays,in the era of knowledge economy,the excellent middle managers are the most important part in the structure of human resources.Middle management is the person who is responsible for the development of specific plans and details and procedures to implement the decisions and plans made by top management.The middle managers are responsible for the implementation of the enterprise strategy,the implementation of the enterprise tactical plan and the communication with the basic level managers,and they are the mainstay of the enterprise.The loss of excellent middle managers means that there is a fault in the middle of the enterprise,which is extremely unfavorable to the normal production and operation of an enterprise.L company as a photovoltaic industry veteran,has a history of 16 years,the salary system is relatively perfect,but in the fierce competition environment and rapidly changing industrial environment,more and more middle managers outflow of L company.Facing the company's rapid development,how to make the best contribution is particularly important,incentive and introduction of middle managers became the present main work in L company.In this paper,by improving the salary system of middle managers,design a set of scientific,reasonable and effective salary system,can provide enterprises with strong human resources guarantee.The paper has a deep analysis of the salary system situation of middle managers at first.Secondly,through the questionnaire to research the problems that exist in the salary system of middle managers,found that L company salary system mainly problems,such as pay levels cannot accurately reflect the labor value,lack of competitive salary,welfare pay down to weaken,incentive effect is poor,these problems.Finally,face these problems,the paper developed the objectives,principles and methods of salary system,through the job analysis,writing job description defined the job responsibilities,establish the remuneration committee for middle manager,through job evaluation method clear the positions contribution value.And do salary survey,compare with the other company,determine the compensation,the scope and structure of salary,put forward improvement and design solution to solve the problems that exists in middle managers' salary system,and puts forward some safeguard measures for solution.The paper,through the questionnaire survey to find the problems in L company in middle managers salary system,through the scientific method put forwards the solution and implementation of measures to solve these problems.Through this design can give priority to solve the problems of the middle managers salary system in L company,formed a set of salary system in middle manager,which can promote the middle manager's work enthusiasm and motivation,and promote the realization of individual value while creating value for enterprises.Secondly,the research ideas and methods,can provide a reference for other companies or industries to improve design idea and method on salary system.