A Study On Compensation Management Of Senior Management In Chenzhou Gospell Company

In the knowledge economy, knowledge capital is the source of core competence, and talents as the knowledge carrier have become the scarcest resource. With constant improvement and further development of market economy in China, the competition among enterprises has become increasingly intensified. The nature of this competition is the talent competition, and is the competition of the overall quality of human resource. Behind the human resource competition is the mechanism competition, especially the compensation incentive of senior management, which plays a vital role in this competition. Enterprises must establish a new compensation management philosophy, and use new methods of compensation management, so as to make the compensation an effective tool which can meet staff needs, retain talent, remain competitive strength, and construct a community life between companies and employees.Based on the existing salary system of Gospell Company, this paper is divided into four parts to study the compensation system innovation. The first part describes the basis, the content and the methods of this paper, and elaborates the research status of compensation management. The second part proposes the existing issues of compensation system and analyzes the reasons based on the satisfaction survey on compensation management of senior management. The third part analyzes the building process of compensation system of senior management, including goals and principles of compensation management, as well as the choice of compensation level and compensation structure. The last part puts forward specific implementation of compensation system of senior management of Gospell Company. The third part and the last part are the focus of this paper.In the guidance of modern compensation management theories, this paper combining with the actual situation of Gospell Company, designs a set of compensation system for the current development of the enterprise, proposes the implementation of the recommendations of compensation system. I hope this paper can provide the reference of compensation system for similar companies, and do some useful research into compensation management system.