DSY Company Salary Management System Design Research

In modern human resources management, compensation is undoubtedly one of the most important factors among enterprise incentiving and keeping talents and improving enterprise employees'satisfaction, so pay is one of the core work in enterprise human resources management. Meanwhile, because pay is the enterprise staff subsistence basic life sources, is also the conflict between staff and workers, the organization and the interests of employees, salary management is one of the most difficult and sensitive and strong policy human resources management work, need related decision makers with enterprise's specific conditions, and a comprehensive consideration of scientific weigh. But at present, our country's part of enterprises' management are still very backward, the human resources management basic on the phase of personnel management phase and put people hold for purpose, the main work still stays in the personnel file management, such as salary extends the most "formalist" work level, salary system lacks the right incentive effect, so to design the reasonable compensation system was also one of the important problems to enterprises.The current DSY enterprise will highlight exist to the above-mentioned problems, DSY enterprise is private enterprises in China, as the representative of a certain scale enterprise, its salary management has been raising the level of enterprise development need far behind, especially when the scale of the enterprise is expanding, the organization also confronted with some change, its current salary system has been dissatisfied by most employees, have not far from any incentive effection. Based on the background, this paper combining DSY enterprise salary management status and salary management theory, the salary of DSY enterprise management status is analyzed, find out the salary system can't adapt to the need of the development strategy of the problem, such as internal fairness is bad, weak external competitiveness, salary, welfare composition ways to upgrade a single such issues, and reflect enough redesigned new salary management system. For enterprise development and future talent localization also build a certain foundation.