Research On The Improvement Of Compensation System For GH Company

Compensation management as the important part of human resource management is closely related to the interests of the enterprise and employee individual.To establish a scientific and relatively sound compensation system to attract and retain talents,improve the staffs work enthusiasm,with the goals of enterprise management has a very important role.GH company is a state-owned small loan co.,LTD.,founded in early 2011,the company mainly focuses on small loan business.After several years of rapid development,the company has established a relatively mature business model.As companies from the initial start-up phase transition to the growth period,the original salary system has been unable to adapt to strategic development goals.According to actual conditions how to design a new system is an important task.Based on GH company as the research object,through the reading of vast amount of literature about compensation management,at the same time,combined with the company’s existing human resources situation,points out the present problems,and based on the principles of pay system design can meet the demand of GH company for the future development,to improve the cohesion and core competitiveness of enterprises.Thesis is divided into six chapters,The first chapter is the introduction.In this chapter,the background and significance of the topic selection are introduced.The research status at home and abroad is analyzed.The second chapter is the relevant concepts and theoretical basis,mainly summarizes the current popular salary management theoretical knowledge at home and abroad,and provides the theoretical basis for the subsequent salary system design.In the third chapter,we focus on the present situation of GH company compensation system,and analyzes the existing problems,to facilitate in the process of optimization design targeted to solve the problems.The fourth chapter is the key chapter of the thesis,namely GH company compensation system design.In this chapter,the post salary scale is designed by means of post analysis,post evaluation and salary survey,which enriches the salary structure and adjusts the salary level.The fifth chapter is the safeguard measures of salary sy stem design.In this chapter,it mainly introduces the safeguard measures to ensure the smooth operation of the compensation system.The last part is the conclusion.In the conclusion,we summarize the gains and deficiencies in the process of the salary optimization design,and will improve them in the future study and work.In this paper,the compensation status quo of GH company is organized,aiming to establish a set of international level,forward-looking and competitive basic system of human resource management,which takes into account the development and changes of the enterprise itself and reserves the interface for further improvement of human resource management system in the future.