Redesign Of Remuneration System Of Huatian Molding Industry Company

Since the reform and opening up,China's economy has developed by leaps and bounds.Enterprises as the main component of the national economy,is the focus of national development.Facing the development trend of enterprise modernization and internationalization,the market environment faced by enterprises is more and more intense,and the problems faced by enterprises are becoming more and more serious,especially the problems of the compensation system.The compensation system is the decisive factor of enterprise personnel training and the improvement of enterprise efficiency.It is directly related to the vital interests of employees and is an important part of the incentive mechanism.It plays an important role in the sustainable development of enterprises and the maintenance of human capital competition.Dalian Huatan Molding Industry Co.,Ltd.was established in 2002,then experienced a sustained growth in performance and then a significant decline in the operating cycle,especially in recent years,sustained losses,loss of work ineffective.In this paper,Dalian Huatian Molding Industry Co.,Ltd.as a research object,based on the review of the relevant theoretical methods of the pay system,the use of two-factor expectation theory,the demand hierarchy theory as the theoretical basis,the design of the corresponding questionnaire,,Salary level,salary fairness and salary structure satisfaction level.The main problems existing in the remuneration system are the irrational salary structure,the unholy salary system and the form of salary.The salary system does not have the incentive,the salary level is low,the salary system does not have the strategic six aspects,the main reason is summarized as "the family" the management way,lacks the incentive enterprise culture,the management level cognition is not High,one dollar four levels of property rights.In order to solve the above problems,this paper uses the two-factor expectation theory and the demand hierarchy theory to re-design the remuneration system,re-carries out the salary design of the managers,the salary design of the administrative staff,the salary salary design of the staff,the wage design of the grass-Non-economic compensation in five areas,in order to ensure the smooth holding of the design,put forward three safeguards,respectively,to build a modern enterprise management philosophy,improve the evaluation system,improve the enterprise problem.With a view to promoting the sustainable development of enterprises and providing experience for the remuneration of other enterprises.