Research On The Compensation Management Scheme For Middle-level Managers Of XingPu Company

The 21st century is a time of both opportunities and challenges.With the advent of knowledge economy and increasingly fierce market competition,human resource management has become a key factor for enterprises to acquire core competitiveness and competitive advantage.Talents are the most representative of human resources,and more and more enterprises pay attention to the cultivation and management of talents to gain competitive advantages.Middle managers play an important role in enterprise talent management.The operation and sustainable development of enterprises are closely related to the ability and performance of middle managers.Middle managers play important roles in enterprise decision-making,strategy implementation and management communication,and they are the mainstay of enterprise development.The imperfect compensation management scheme of middle management personnel will lead to the loss of excellent middle management personnel and the faulting of middle management talents in enterprises,which will affect the normal production and operation of enterprises.This is of great harm to the sustainable and healthy development of an enterprise.Xingpu company belongs to the electronic industry.The competition of talents is increasing with the acceleration of technological innovation in the electronic industry.Although the company adheres to the people-oriented management idea in the continuous development and keeps improving the human resource management system of the company,the middle-level managers still have the problem of increasing turnover rate and decreasing working enthusiasm.In this paper,the current situation of middle management compensation management scheme analysis,through the pay satisfaction survey,found the Xingpu company middle managers remain low pay satisfaction,performance appraisal way is not reasonable,welfare pay a single,middle management compensation management is not targeted,the previous salary system is Generalized system of preferences,resulted in the compensation management scheme of middle management in the salary structure,performance appraisal,salary welfare,as well as some problems and the insufficiency.This paper collects and collates the works and articles related to talent source management,Uses the knowledge learned in the MBA stage,Refer to the literature on talent resource management and salary management,analyzes the problems existing in the salary management scheme of middle-level managers in xingpu company,and makes improvement.According to maslow's hierarchy of needs,and the theory of incentive compensation management knowledge,the basic goal of pay management plan and puts forward the basic wage structure of middle management,core talent compensation,performance appraisal,performance evaluation grades proportion of bonuses,the performance evaluation content of compensation plan,and the middle management of the welfare system was designed,To enhance the material and spiritual motivation of middle managers,improve stability.In order to ensure the implementation of salary scheme,a sufficient guarantee system has been established in the aspects of salary management organization,personnel system and information communication.This paper improves the work enthusiasm of middle management staff in xingpu company,and encourages them to play a positive role in realizing positive and sustainable development of the enterprise while realizing personal value.In addition,the research principles and methods of this paper can be used as a reference for other companies or industries to study compensation management schemes.