| With the development of economic growth,more and more enterprises pay attention to human resources,especially in improving productivity and enhancing enterprise competitiveness.In the final analysis,talent competition,talent is the core competitiveness of enterprises.Therefore,enterprises pay more and more attention to human resources in order to attract excellent talents,let talents shine in the enterprise and retain talents.Compensation management plays an important role in human resources.Scientific,reasonable and sustainable healthy salary system is one of the effective ways to solve human competition.Especially for unlisted enterprises,a good salary system is an important step to open the door of talent.This paper introduces the non-listed companies and sheng real estate development co.,LTD.,the original enterprise human resources management,each module lagged behind the market,pay system random chaos,not stability of standards,the existing enterprise personnel desultorily,hired personnel level is uneven,staff of the company as a whole lazy dragging,seriously affect the company’s work efficiency,and to compare the salary,Internal pay fairness is poor,and key positions are constantly pressuring enterprises to pay,forming a vicious circle of increasing pay costs but constantly delaying work progress.Even in the bonus environment of the national real estate industry,the labor cost increases year by year,but the per capita efficiency decreases year by year.For more enterprises to lower employees as the research object,on the basis of the practical problems in enterprises,from the pay external competitiveness aspects of solving the problem of the current enterprise salary management system,perfecting the internal system and the virtuous cycle of fairness,post salary incentive,under the annual budget of operability,etc.,make the enterprise salary management orderly,improve management,Enhance the competitiveness of the enterprise,recruit excellent talents,improve the operation efficiency of the company,promote the realization of the company’s performance goals,improve the enthusiasm of old employees,have clear standards,survival of the fittest,enhance the sense of belonging of new employees.In this paper,the theory of salary formulation is used to divide the middle and lower levels of employees according to the pipeline,hierarchy and rank,establish a complete position and rank system,introduce market research,and use regression analysis to complete the internal salary guide of enterprises.Combined with post system,complete the construction of salary distribution structure.Introduce salary incentive through performance appraisal result,realize standard,rhythm,efficient and feedback salary incentive.The management effect of sustainable development of enterprise compensation can be realized by linking position hierarchy,performance appraisal and salary incentive.He Sheng real estate Development Co.,LTD.’s current salary situation,is just a microcosm of the real estate industry of non-listed companies.Generally speaking,such problems occur to different degrees in various enterprises,which to some extent affects the competitiveness and development speed of enterprises.On the one hand,the research of Hesheng Real Estate Company is expected to reverse the situation of weak personnel competitiveness caused by the current salary system of Hesheng enterprises,and on the other hand,it has a certain promoting role and practical significance for the same number of enterprises. |
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