A Case Study Of Employee Compensation Management In D Company

With the rapid development of economy and science and technology in China,competition among enterprises is also growing in 21 st century.Nowadays most enterprise managers agree that enterprise competition is essentially the competition oftalents,also the competition of the overall qualities of human resource.Salary management is the core of human resource management of modern enterprise,whose incentive function cannot be ignored.Effective salary management is the key to the success of human resource management of the enterprise.Establishing reasonable and effective salary system can not only effectively stimulate the enthusiasm and initiative of employees,promote staffs to achievejob objectives and improve the benefit of the organization,but also attract and retain a competitive workforce of good quality,thus establish a staff team of good quality and high completion.D company is a LNG manufacturing enterprise(hereinafter referred to as“D company” or “D LNG plant”).Now D company has a project called “300 thousand cubic meters LNG per day”.The company's main business includes the production,processing,transportation and sale of LNG and compressed natural gas as well as the construction and operation of LNG and CNG stations.This paper mainly analyzes the present situation of salary management of D LNG plant and raises the problems existed in the company's salary: The salary design does not agree with the actual situation.The effective post classification and grading are not established.The salary system is unreasonable.Inview of the company's problems,some countermeasures and suggestions are put forward:Conduct a reasonable salary survey.Establish an effective post system.Improve the salary system design,establish a consummate incentive.These countermeasures can be used to improve the salary management level and efficiency of the company.