The Research On Compensation System Redesign In Belle Shoes (Changsha) Co.,Ltd.

With the accelerating economic globalization,talent flow no longer restricted by region,many enterprises are faced with a fierce competition of talents.How do companies embrace competitive edge and core-competitiveness to highlight themselves in violent market competition in such an era?How do companies attract,retain and inspire talents?How do companies keep profits and drive efficiently employees?All of these questions involve a core issue of HRM--compensation management.Being the core content of modern HRM,a sound compensation management system serves as an important tool to draw,keep and encourage talents in the entire HRM system.While the design of compensation system is a top priority for compensation management.Using theories and technical methods related to modern HRM and compensation system design,this paper tries to explore and design the compensation system geared to overall market environment and conformed to the company actual situation through analyzing current compensation schemes of BELLE shoes(Changsha)Co.,Ltd.(hereinafter referred to as Changsha BELLE).First,this paper mainly introduces the background and the significance of the study to define research object and scope following by the related theories and technical methods;then analyzes the existing problems in current salary scheme of BELLE by the description of the basic situation of it to lay foundations for improving and designing compensation system;next,this paper states the goal,idea and principle of compensation system design and confirms every position by valuing positions determine salary level and structure of all employees on the base;in the end,this paper elaborates the implementation and guarantee of compensation system improvement program and points out issues being worthy of notice in the process of implementation.This paper analyzes problems in current compensation system and reasons with the compensation system of Changsha BELLE as the sample.This paper preliminary improve the design of current compensation system and may offer a reference for traditional shoes and apparel enterprises.