Salary Management Diagnosis And Optimize To The Sg Corporation

Since entering the 21st century, the competitions among enterprises are becoming fiercely, and the competitions are not only focusing on the product, technological, management or service, the above showed that the competition of talent has become the focus in the current society. Talent is the source that really creates profit to an enterprise. But how to efficient use talent resources, give full play to the employee's potential, improve the work initiative, to stimulate creativity, more loyal service to the enterprises, the key lies in how to establish a scientific and effective incentive mechanism, And this kind of incentive mechanism, and more and more direct effects from salary incentive. SG Co., which is one of the private enterprises growing up in this competition , and through the years has been gradually developing. Because of the Frequent Flow of Personnel, and the output value per person is lower than the same industry, so the most importance thing for company, that is compensation optimization design.This paper uses expert consultation, documentation and questionnaire and interview methods to inductive the compensation system and management of private enterprises, base on this, according to the development strategy of SG Co., and it expounded the current Salary system of SG Co. . Pointed out the question of compensation system and the traditional position salary system of SG Co. . It can't reflect the company business strategy and strategic human resources. The salary isn't transparent enough, employee compensation form and structure is too stable and too single, the overall salary level is low. Unable to better attracting, retaining and motivating employees. Based on this, it proposed a management model of broadband compensation system to SG company which is base on the integration of capability, performance and market. According to this management mode, the article is used modern theory of Salary design, through job analysis and post evaluation, the system of SG SG Co. is divided into: Management sequence, professional and technical sequence, the sequence of professional function sequence, manufacturing sequence. To scoring the selected standard position from many factors, find out the position structure of SG Co., to reflect the relative value of rank system and compensation system, broadband type reflects in the allocation of the resources tendency.Combining Market survey and internal investigation of compensation , closely link enterprise vision and strategy development, overall cash compensation positioning in the pearl river delta manufacturing market 60 points above. Explicit the point of incentive,,establish the floating compensation to relevant by company, department and the individual performance of compensation structure . Establish more perfact with compensation management system which is oriented with performance. Including the base fixed salary, adjust the salary by performance etc. To motivate employees sustained growth, ensure the cost of compensation growth is benefit company.Expect compensation system the optimized design of realization the competition compensation management, motivation and retain talents.