The Study Of Staff's Salary Structure And Proposals In HR Company

Along with the rapid development of economic globalization, enterprises have become increasingly competitive. A key factor in its competitiveness over the past has changed dramatically, capital and machinery and equipment, such as cease to be a magic weapon for winning the competition, knowledge becomes a key element of business success, every business trying to intellectual capital based on core competencies, with a view to win the competition, which will become a core competence of carriers and enterprises for the core resources.【8】At the same time, state-owned enterprises are faced with the continuous deepening of reform and the gradual establishment of modern enterprise system, the objective situation, large number of companies followed the original large number of traditional industries and traditional management methods can not meet the requirements of modern enterprise management. In this growing market, the degree of openness and competitiveness of enterprises will have to maintain our edge in the background, the human resources development and management of enterprise management has not only become one of the main content, but also improve the competitiveness of an important choice.In human resources development and management, remuneration management is an important and significant incentives. How to adapt to a market economy and business needs of their own development, the establishment of reasonable and effective pay system, improve the business function of the pay incentive is not only related to the immediate interests of individual employees and active play, but also directly affect the efficiency of enterprises, human resources and labor productivity, thus affecting the achievement of corporate strategic objectives. Human Resources Management The ultimate goal is to match the right people to fit in to the post and try to help them maximize the role of energy. How to use pay incentives to achieve the best effect, and thus able to effectively attract, retain and the formation of the development of a high-quality and highly competitive workforce, is the need to seriously consider. A fair system of remuneration can be said to be one of the most important and most vulnerable to the use of the incentive, it is the hard work of staff, time, knowledge, skills, experience and create a return, is the contribution of staff to confirm . The feelings of employees in the enterprise, the pay is not just their own earned income, it represents a certain extent, the value of its own employees. Represents the recognition of business-to-staff, on behalf of a personal capacity and prospects for development. Thus, despite the survival and development of enterprises depends on many factors, but the whole human resources strategy is the core of enterprise development strategies, pay system for the competitiveness of enterprises is concerned, often play a more direct and profound effect. This role only through the establishment of a reasonable and efficient in order to reflect the salary incentive system.Given the well-known historical reasons, in many state-owned enterprises, because of the planned economic system, the impact of wage levels, equalitarianism serious, the value of human resources did not receive the corresponding remuneration and reasonable return, it is difficult to effectively play its role in motivation, thus not only an increase of human resources management more difficult, but also led to the enterprise management level and efficiency of the level of decline, a serious obstacle to the survival of the enterprise and progress. Therefore, the reform of enterprises do not pay for the incentives model, the establishment of a new rational and effective pay system to help the development of enterprises, but also enable employees to gain from the salaries of the material and psychological rewards to meet the sense has become,. Enterprises themselves and must attach importance to the urgent need to address the key issue.HR companies in this article to reform the pay system for the research background, motivation for enterprises to pay the existing problems and their causes are analyzed in order to study the salary structure of the company focus on the salary structure has been optimized design, the formation of a new incentive pay program. That is, to change the original composition of the remuneration system, the decision clarified the elements of remuneration, salaries and positions so that the value of the capacity of staff, staff linked to performance. This article belongs to applied research, using a combination of theory and practice ways to pay, incentive theory as a guide, the use of incentive pay, skills analysis, at the conclusion of the original HR companies pay incentives based on the situation, through for staff salaries and job satisfaction survey evaluation, analysis of HR to understand the needs of the characteristics of employees, from the modern enterprise incentive pay advantages of the proposed building a new HR system, the principle of pay incentives and objectives, ideas and step pay system and structure. Evaluation of the structure to employees based on the value of ranking positions, reflects the fairness of pay, reasonable pay levels, and enhance the competitiveness of the salaries, wages increased by the performance of content, greatly enhance the incentive effect.In this paper, the specific circumstances of the company's HR, the establishment of a "performance-based wage system and job" as the salary structure of the pay system model to solve the HR companies pay a single incentive, targeted do not have a strong enough incentive , no sense of fairness and other issues, and then reached through the effective management of salary to support business goals, enhance competitiveness and promote sustainable development. In this paper, the results of further study of similar enterprise human resources management, and improve decision-making enterprises to provide a reference and support, has a certain practical significance.This article is a HR company for the current status of incentive pay in a more in depth research, as well as inspire the theory of incentives in a more comprehensive summary and innovation, and look forward to effectively guide the management practices, improve the effectiveness of incentive pay, in order to truly improve the efficiency in the use of human resources not only to achieve business goals and achieve personal goals and achieve a real win-win situation.