Hunan Dayou Futures Co., Ltd. Salary And Compensation System Research

In this dissertation, the author conducts an analysis of Hunan Dayou Futures Co., Ltd. on the basis of a thorough investigation of the company in respect of belonging industry, region as well as the present salary and compensation system. The dissertation deals with the inferiorities and problems found in the investigation in the company's present salary and compensation system and puts forward a brief construction of a more reasonable salary and compensation framework including some relevant practical measures.In the preface the author illustrates that the core competence of an enterprise is more and more dependant on human resource, which makes the competition of enterprises a competition of systems in nature. The author put forward the research subject, purpose and significance of this research.In Chapter One the author lays down a theoretical foundation for the design of the company's salary and compensation system by reviewing the modern motivation theories and modern salary and compensation theories of many schools. Chapter Two mainly focuses on the present situation and trend of domestic as well as foreign salary and compensation research and practice, providing references of the design of the company's salary and compensation system. Chapter Three mainly gives an analysis on the futures trade in respect of the prospect, human resource situation and present salary and compensation in the trade, and, also makes an investigation on the general situation of salary and compensation in Changsha Region to provide referential data for the comparison of human resource and salary and compensation situation between the company and other similar companies in market. Chapter Four points out the existing problems and their root in the company through the comprehensive analysis of the present salary and compensation system, questionnaire and staff interviews and thus states the critical requirements in the salary and compensation design. Chapter Five briefly introduces the main idea in the company's salary and compensation system in accordance with the theories. Chapter Six illustrates the proposed Dayou salary and compensation system design in detail, including the links and steps in implementing skill-and-technique salary based on salary-point, the links and steps in implementing special-region salary, and the main idea to follow in implementing optional welfare system. Chapter Seven illustrates the present practice and experience in the field of domestic and foreign stock options, discusses the difficulties and obstacles in implementing stock options in China, points out the necessity and feasibility to apply stock share motivation in Dayou, and, furthermore, gives a simulated stock options design. Chapter Eight puts forward the relevant measures to implement the company's salary and compensation system. Chapter Nine makes a generalization of Dayou's salary and compensation system reform as the following: to implement skill-and-technique salary based on salary-point among common employees and accommodate staff's income to the profits of company using salary rate as a valve and accommodate staff's income to personal performance using the coefficient of personal performance as another valve; to implement among core staff and valuable staff special region salary negotiable in accordance with market value to keep pace with the market; to implement among top managers and critical talents long-term motivation in the way of simulated stock options design on condition of performance index combination to guarantee the long-term agreement of benefits between managers and stock holders. As for the welfare system, optional plan is applied to meet the diverse requirements of different staff and to maximize the use of the welfare system as well. It is very likely that the new salary and compensation system will be of some positive effects in motivating the company's staffs. In the end, the author states his aiming field and direction in the future.