| Since the reform and opening up,China’s private economy has developed rapidly,the number of enterprises,employment,production value has become an important fulcrum of China’s economic development.At the same time,although the overall management level of Chinese enterprises is increasing day by day,the level of private enterprise management is uneven.Most of the small and medium-sized private enterprises will be the main resources in the company’s core business and market development,and the company’s human resources management,including the compensation management is ignored,weakening.The human cost of the enterprise is lack of effective control,the human production efficiency can not be effectively demonstrated,the salary management and the enterprise’s sustainable development match is not clear.Compensation management,as a key part of human resource management,is an important consideration of enterprise recruiting talents,using talents and retaining talents.To establish a scientific,consistent with the actual situation of the enterprise pay management system is a powerful guarantee for the realization of the enterprise’s strategy.First of all,based on the research of the theory of compensation management literature,the paper cites the compensation concept,the structure of compensation,the mode of compensation,composition of compensation management system and the relevant incentive theory.Regard B company which is a typical small and medium sized private enterprise as the research object,its background,organization structure,personnel distribution,gender,age,level of education,personnel flows are inductively analyzed,its current compensation strategy,compensation mode,the structure of the compensation system,salary,bonus and welfare payments are statistically analyzed,for which in order to know more about the status of current compensation management system.Secondly,the paper diagnosis the compensation management system of B company through data collection,salary satisfaction surveys,personal interviews,using the qualitative and quantitative analysis.It finds the problem of compensation strategy,competitiveness of compensation,compensation cost control and the satisfaction of employee about the compensation policy,after the further analysis of all the problem,the reasons includes the company ignore the human resources management,compensation policy is not synchronized with corporate strategy,and the week of compensation management strength,and so on.Finally,the paper puts forward the optimization scheme of compensation management system for B company by the theory with practice.To set B company compensation strategy and principle through overall compensation management theory,incentive theory,compensation design to design the salary management improvement program.Salary management system could be divided into 2 parts include compensation design and daily management,to ensure a more clear compensation strategy,compensation strategy pattern and adjust the compensation mode of laboratory engineering position.And establish the comprehensive training system and the corresponding performance evaluation system to protect the implementation of optimized scheme.In paper,the compensation system has been divided into two modules includes compensation design and daily management,the compensation system of B company is analyzed,diagnosis and optimization under the framework.And also the paper tried to choose an appropriate compensation management methods and tools to put forward a suitable and effective compensation optimization scheme. |
