Tt Securities Companies Pay System Reform Study

With the rapid development of the knowledge economy, WTO accession and the accelerated economic globalization, Chinese enterprises operating environment has become more complex and uncertain, especially in the capital market to the forefront of the securities industry. And as the extent of internationalization is particularly high, the securities industry is facing unprecedented challenges. To deal with the impact of international capital predators, China's securities companies must occupy talent peaked, forming their own unique core competitiveness. And to achieve this goal is to establish a set of fundamental premise of scientific design, operation and efficient system of remuneration incentives.Remuneration system is an important component of human resources management. Scientific remuneration system can effectively stimulate staff enthusiasm; improve staff performance, thereby enhancing the company's core competitiveness. So it plays an extremely important role in promoting the implementation of the company's development strategy. How to study foreign advanced management concepts to adjust to China's conditions, especially in light of industry specific operating characteristics and the actual building of their own companies, and how to create the modern enterprise system of remuneration with internal incentive and restraint mechanisms, have become on prerequisite of China's securities companies' rapid and healthy development.This paper uses the case methodology and major remuneration theories, combining the author's years human resources management experience to analyze TT Corporation external and internal environment and the remuneration system problems; according to the company development strategy and remuneration strategy redesign its remuneration; new programs use ability and quality models and other advanced human resource management tools to achieve to fairness, stimulation, competition; against its human resources bottleneck , the salary structure keeps balance between the remuneration incentives and labor costs for a long-term; using long-term incentive measures to achieve senior managers and core employees stability. New rules and regulations pay more attention to the ability of the staff members and their...