| For many entrepreneurs,the "hundred-year-old shop" is not a dream.The inheritance of enterprises depends on talents,and the scientific salary management system can provide a successful guarantee for the construction of enterprise talents.It is increasingly valued by entrepreneurs.Historically,salary management has been paid attention to very early.Although in China,the study of salary management started relatively late,but with the development of society,this issue has gradually begun to attract attention.This paper adopts a combination of theory and case study methods.Through the process of finding problems,asking questions,and solving problems,we summarize the existing achievements of domestic and foreign pay management research.Taking A company as an example,we will conduct effective and effective research on the subject.For small and medium private enterprises in China,the issue of compensation management is extremely important.At present,China’s small and medium-sized private enterprises have blossomed.However,there is a general lack of scientific planning at the level of compensation management,and there are a series of problems such as strategic neglect,lack of fairness,system confusion,and poor feasibility.These defects have become a stumbling block for many companies to further develop and grow.Only by recasting new systems through science,intensifying pay performance appraisal,and broadening staff salary acquisition channels,can the enterprise’s compensation management be comprehensively improved,can it promote the continuous development of the company itself,and achieve the goal of passing on fire. |
