Design And Study On The Strategic Compensation Management System Of Enterprises

Famous management master- Peter Drucker has ever said: "There is only a real resource in enterprises —People. Management is to fully develop the human resources in order to work well." The development in the past 20 years of strategic human resource management attracts people's attention very much, proved that can obtains the sustainable competition advantage by practice. And the strategic compensation management is regarded as the key component of strategic human resource management, which is exactly one of the carriers of the competition advantage .The compensation system must obey and support the management strategy of enterprises in order to realize the effective encouragement to the staff. The compensation system that a lot of enterprises operate at present is based on operating and procedure. It disconnects with the management strategy of enterprises seriously. Structuring the strategic compensation management system is inevitable trend .This text is based on studying the compensation management theory and put forward the basic thinking and frame of structuring the strategic compensation management system of enterprises by analysing current situation, existing problem and the trend of development about compensation management. The text gives a basic introduction to the theory of the strategic compensation management, compares the difference with traditional compensation management systems, explains the relation with competitive power of enterprise and confirms the key point of research.This text divides the construction of the strategic compensation management system into six major steps. It has proposed a lot of design ways and structure models to the setting-up of the strategic compensation management system of enterprises from strategic aspect, system aspect and technological aspect. The starting point that the text lies in structuring the basic model and frame for the strategic compensation management system of enterprises and hope that can give a directive significance to the change from traditional compensation management to the strategic compensation management.