| With the rapid development of economy and the accelerating process of globalization,put forward new challenges to the rapidly changing market environment of enterprise management,build efficient enterprise organization mode and operation mode is an important strategic choice for enterprises to meet the challenges,and human resource is the fundamental guarantee for the realization of this strategy.Similarly,in the process of marketization of state-owned science and technology enterprises,how to establish and improve the incentive and restraint system of talents,attract,motivate and retain outstanding talents has become the focus of human resource management in state-owned technology enterprises.Based on deepening the reform of state-owned enterprises of mixed ownership of the environment,to build smart city solutions provider of state owned science and technology enterprises S company based on the strategic objective to create a leading brand of modern city,using the related theory of human resources management,especially the theory of motivation of knowledge comprehensive compensation,compensation management,strategy the staff,combined with the actual situation of S company's strategic development and salary management,using case analysis,questionnaire survey and other methods,from the combination of theory and practice,to carry out the research on compensation system design for S company.The study found that the salary system and salary S,the current composition of many existing problems,such as: compensation strategy and enterprise strategy correlation is not high;the development of the existing salary system does not fully pay market research,lack of market competitiveness;internal salary fairness;salary structure is lack of pertinence,than a single mode and so on.In order to solve the above problems,the S company's salary system more reasonable and effective to stimulate staff's enthusiasm and creativity,and promote the sustainable development of the whole company,this paper combined with the characteristics of knowledge workers,put forward a set of more scientific and reasonable salary management system to improve the program.It includes: job value evaluation,job qualification evaluation,salary survey,salary strategy selection,strategic salary management system improvement,salary differential design,implementation guarantee and so on. |
