Analysis And Redesign Of The Compensation System In QZ Group

Recently, with a lot of private enterprises entering their second achievement, the loss of talented employees become increasingly outstanding and become a headache problem for numbers of private enterprises because of the inborn limitation of the private enterprises'own mechanism and management, and the huge variety of the social market environment of China. In order to attract and keep the talented employees, the private enterprises should work well on compensation management. QZ Group is a multi-operation private enterprise. Although it's main businesse develops very well, its development is hindered by the compensation system because of the lack of incentive.Base on the theories on compensation management and incentive, the paper adopts qualitative and quantitative methods, analyzes the current organization and compensation system of QZ Group from fairness, competitiveness and encouraging three sides. Then the article point out some problems existed in the Group as following: according to the current different salary systems, staff get different salary when they do the same work, so that the salary system lack of fairness; due to the unreasonable allowance, the salary system lacks of encouraging and can't attract and keep the talented people. Carry on working analysis and appraisal of QZ Group and compensation survey, the article gives a suitable compensation policy depending on the Group development demand. According to the characteristic of different industry, the group separated four parts: general management, technology, hotel and industry parts and take different salary ways. It still more pointed ground, science, and rational encouragement staff.The case of QZ Group has a certain reference value for other counterparts of enterprise-like salary management.