| Under the framework of enterprise business strategy and through the optimal allocation of consituent elements of payroll, The overall pay system, in the form of entire pay package, exerts the comprehensive effectiveness supporting the realization of business strategic objectives and meeting the diversified needs of employees in the knowledge-based economic society.Now, a lot of the enterprises like Hua Lu Hengsheng Company face such problems as theunreasonable consruction of salary system,serious average doctrine, lack of adjustment of the salary system, the lack of long incentives and so on. Taking the department personnel of Hua Lu Hengsheng Group Co.Ltd as the research object, First it overviews systematically the basic theory of pay management and historical development of pay theory.Through the new developments in the pay system design, it overviews the comprehensive pay system and provides important theoretical basis for the design of comprehensive pay system. Later, through the assay of real salary situation in the Company and by reserch the existing salary system and anlaysize the contentment degree of staff, the paper takes apart problems lying in the previous system of coherence deficiency, low transparency, poor flexibility and no connection with practical performance, etc, It also points out the causes of them. After that, it discusses the purpose and necessity of salary system improvement, defines the overall thinking of designing the comprehensive pay system and the principles. Then, start from the job analysis and evaluation, to build the comprehensive pay system of salary based on position appraisal and the welfarethe based on flexible benefit plans.at the sametimeto srong the immanence pay system to makes the salary system more tational and scientific. Finally, it analizes the improved pay package and proposes the safeguards for the implement of this new package. Its final purpose is to help the similar enterprise pay system. |
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