| With the development and application of new technology,it’s a great change for different aspects of business management,as well as the new generation employees raise a higher claim on the flexibility and diversity of management mode,human resources management is experiencing impact and the influence of internal and external environment.Therefore,it brings infinite possibility to the transformation and breakthrough of human resource management.Compensation management plays a very important role in human resource module,because of the different restrict in enterprise development stage,industry,ownership form enterprise,it is difficult to form a general compensation practices and methods.Thus it is much more necessary to design compensation system according to the local conditions,in order to maintain the existing core employees,and attract more external good staff.X company was established in 1998.It is the domestic capital washing system product manufacturing enterprise which has successfully entered the supporting system of large-scale joint-venture vehicle manufacturing enterprises.The main production base of the company is located in the Yangtze river delta region and the pearl river delta region.Since its establishment,it has gradually developed into a labor-intensive enterprise with 13 business units.In recent years,the rising labor cost causes the difficult recruitment situation for the front-line workers.And meanwhile,research and technical staff accounted for less than 10%in all the staff.So lack of talent enterprises restricts a new round of development.In 2017,X company will enter the capital market,and the original compensation system needs to be improved urgently due to the environment on which compensation management relies is undergoing drastic changes with the rapid expansion of business and scale.This article focuses on the objective phenomenon of "employment difficulty" in X company,analyzes the problems existing in the compensation system,pays more attention to how to attract and retain workers,actively adjust the integral matching performance in the compensation strategy,applies advanced post entry point into the enterprise,builds a reasonable,effective and suitable compensation system for the development of the company,forms the win-win situation for enterprise and employees. |
