| Traditional Chinese Pharmacy is a competitive industry in China. However, by wave of China joining World Trade Organization (WTO), more and more pharmaceutical enterprises of traditional Chinese are facing greater opportunities and challenges than ever before. Those who want to survive and well develop from competitions need to build up their own advantages. The management giant Peter Drucker said that enterprise had only one kind of resource, the human resource, management is to develop human resource so that we can work better. Compensation system, as a key element of human resource management, plays a decisive role of human resource strategy. In modern enterprise management, compensation is not just simply for the production cost estimation, but also, as a powerful implement to achieve strategic goals, has a closer connection to the business strategy, thus to build up a compensation system which appropriate for pharmaceutical enterprises of traditional Chinese is a critical factor of HR system perfection and business administration improvement.Due to several internal limitations and problems, compensation system of many Chinese medicine enterprises are currently isolated from enterprises strategy, lack of overall consideration and strategy support, and running under operational level only. The thesis took a typical Chinese pharmaceutical enterprise ZX for case study. Starting from the present situation of compensation system in ZX, the thesis indicates its future development environment and trends, analyzes the existing problems of current compensation system, and proposes that the enterprise request a unified, coordinated, well considered compensation system to convert the business strategy into an actionable program (so called strategic compensation system). Meanwhile, the thesis reviews the theory of strategic compensation system, compares it with conventional compensation system, and analyzes the shortage of conventional compensation. Further to necessity and feasibility of implementing strategic compensation system, as well as the influence to the enterprise's performance and competitiveness, the thesis also emphasizes the key points of strategic compensation system structure.Subsequently, the strategic compensation scenario of ZX is segmented into six steps, and then from strategic perspective, systematic perspective and technical perspective, indicates the layout and implementation of ZX's strategic compensation system. At last, from strategic points of view, the paper discussess the selection of strategic compensation in different period On the Theory of Life Cycle, and give the requirement to the shift of the role of enterprise human resource management. All in all, the purpose of this paper is to create a fundamental model and structure of a enterprise strategic compensation system, and hopefully, it will be a reference or guideline for those enterprises who are converting from conventional compensation management to strategic compensation management. |
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