| Salary is always the most sensitive problem in the management of enterprises. Reasonable salary system is able to inspire the potential of employees and promote the competitive power of enterprises. Therefore, under the circumstance that the payment ability of salary of our privately owned high-tech enterprises is limited, but the talent competition is getting rigorous at present, it is the key work to design a reasonable system of salary management in order to attract and get hold of the required talents in the long-term development strategy of enterprises. Concretely, discussing the whole process how to establish the salary management system in ZG Company in which the intellectual employees are 67%, this Paper puts forward resolving methods, contrasts and analyzes the results of implementation. I found the thoughts of establishing the salary management system in privately owned high-tech enterprises according to my study and practice. In this Paper, firstly, introducing the development of ZG Company, emphasizing on the actuality of salary management; and then bringing forward seven obvious problems that existed in the salary management of ZG Company at present by contrasting with the modern enterprises.We'd better pay attention to this : according to my practical experience and accumulation of theoretical knowledge in human resources. Especially, I reveal three problems that both of the modern theory and the practice of enterprises are not pay enough attention, including: the impartiality of procedure should be noticed in salary management; "internal salary"; the scope and radius of the management should be regulated rightly; discussing "Peter Highland" and "Salary Density" , which is the phenomena and cause that puzzling the managers of enterprises. The third part of the Paper reveals the deep causes leading to the above –mentioned problems in accordance with the characteristics of privately owned high-tech enterprises: special historical conditions decide there are more family managements; lacking of understanding the mutual relations between human capital and traditional capital increasing; making salary as the pure payout of enterprises; lacking of the concept of modern salary management; lacking of methods and technology introductions. This part emphasizes the mutual relations between human capital and traditional capital increase particularly, pointing out that lacking of human capital compensation and stimulation has become the general problem which leads to the failure of employment of privately owned high-tech enterprises.Aiming at the deep causes leading to the salary management problems of ZG Company revealed in the third part, the fourth part of the Paper designs the optimization strategy of the salary management of ZG Company in accordance with the salary management theory of modern enterprises. This part especially puts forward that the salary management should be promoted on the strategic height of "human capital operation"; make the interaction of human capital and traditional capital increasing as the intermediate aim; make the procedure impartiality as the "superstructure" of impartiality principle; make "internal salary" as the important filed for the salary management innovation, etc.According to the optimization strategy put forward in the fourth part of the Paper, considering the actual problems existed in the salary management of ZG Company and the entirety of human resources management, the fifth part designs the scheme of establishing the salary management system of ZG Company and explains the salary management system of ZG Company which regards market as guidance simply ,and its characteristics according to the actuality of ZG Company and taking integrated consideration on the factors affect salary. Integrating the successful practice of the scheme, this part particularly emphasizes the importance of the cultivation of management environment, to combine the old and new salary system and the connect with other management systems for the establishment of ov...
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