Design Of Compensation Management System Of A-Company

In the modern human resources management, Compensation is one of the most important factor to bestir talent,retain talent,improve employee satisfaction of companies in enterprise without fail. For that it is one of the core work in the human resources management, at the same time, because compensation is the basic source of livelihood of employees, is the point of conflicts of interest between employees and staff, organizations and staff, so it is one of the most difficult and most sensitive, and strong policy human resource management work, the work need decision-makers pay lots of time to think related to the specific circumstances of business, need decision-makers do work about comprehensive consideration.For Chinese enterprises, especially in backward areas in western China's enterprises, the management of many enterprises is still quite backward, and human resources management, is in leading strings about personnel management, the purpose of major work is make the staffs think that is too many work need to do if want to abdicate, and most work is "rigid" work, like manage personnel file and distribute salary. The system of compensation have not changed from corporate inception, is lack of proper incentives for the staffs, while A-company, a company lie the west of China, lie needy place, A diversified private enterprises restructuring over by state-owned enterprises, have problems like that, especially have problems in management of compensation. Now, the management of compensation of A-company has been criticized by the majority of employees, not to mention the role of incentives.Based on this background, this paper finished the work about design of A-company's compensation management system based on the status quo of compensation management of A-company and the theory of compensation management, then, proposed the safeguards of the compensation management system. This paper finished three works chiefly in respect of designing of A-company's compensation management system. First, be directed against the question that the original copy compensation of A-company can not encourage the employees, this paper proposed the pay level of A-company should be competitive in the local with the same industry company, proposed employees of A-company should be paid by two types:staff related to marketing directly and staff not related to marketing directly, A-company should improve the flexibility wages specially the staffs related to marketing directly; Second, be directed against the question that the basic wage(basic pay) gave at will, this paper proposed the basic wage(basic pay) decided by the location of employee, and pointed out how to know the location of employee in A-company; Be directed against the question that the performance pay gave at will, this paper proposed the performance pay decided by the scores of performance of employee, and pointed out how to know the scores of performance of employee in A-company; Third, be directed against the question that the original copy compensation too single, this paper proposed the salary of all employees contained basic wage (basic pay), performance pay in a month, additional pay, year bonuses, benefits and additional compensation. Proposed additional pay contains technology plus additional pay and special pay and communication subsidy, then proposed how to give those three kinds of additional pay (subsidy), in respect of welfare, the manager of A-company should think more about construction of building of family members, year bonuses of employee decided by effectiveness based on achievement the branch (directly under the department) within one year.