Dl The Company Pay System Redesign

Nowadays, competition among enterprises become fiercer and fiercer, with the development and growth of enterprises, the competition of talents will be the crucial one. How to manage and motivate staff become the first concern of most enterprises, and Compensation System is effective for enterprises to retain, attract and motivate their staff, make them devote themselves to the development their enterprises and make the enterprises to be competitive.This paper takes DL Corporation's compensation system as the research case. DL is a corporation main on wire and cable manufactures. For the characteristics of the industry itself, it can only get relatively low margin and the tech of its products is not so high. Combine its own and the industry's features, DL makes a strategic plan for its long-term development, such as brand building, market broadening, overseas marketing, costs reduction by speeding up response time through information technology and entry more profitable new model cable market. Implementation of these strategies requires the DL's corresponding talents. How to train the existing staff to promote the growth? How to attract relevant personnel to devote themselves? How to retain personnel to make their contribution? These have become the tasks DL Company's compensation system needs to research and design for.First of all, introduce, usage, composition, relevant factors of the compensation system, as well as its model and relevant theories to lay a theoretical foundation for the Optimal Design of DL Company's Compensation System. Secondly, analyze the development of domestic and foreign wire and cable industry, and DL's status and characteristics. Highlight DL company's background, organizational structure and personnel situation, and analyze the company's current compensation situation through questionnaires for the staff satisfaction, pointing out the current compensation system's problems, such as grade, promotion, inventiveness. All this chapter aims to make foundation for further optimize the implementation of compensation system. Thirdly, according to the principles and steps of the design of the compensation system and combine DL for the company's development strategy and features of growth stages, make out suitable compensation strategies. Then based on the analysis of every post, use the AHP analysis tool to evaluate DL Corporation. And then combine with market salary surveys to make out competitive external remuneration package. Finally, in order to ensure the company's compensation system can get stable and smooth implementation, and in order to effectively retain, attract and motivate qualified personnel, the paper combine the actual situation of DL company's establishment of its publicity and feedback mechanisms, the establishment of training mechanisms, the establishment of compensation system and payroll budget cost control system to establish and build relevant safeguards.This paper combines theories with practice. And its research findings can directly guide on the DL the company's compensation management system, have practical value in the enterprise compensation management, and can also be reference in similar enterprises. Meanwhile, the compensation system should make changes as the corporate strategy, business environment and objectives changes. The establishment of sustainable mechanisms is just set up for better adaption of the development of the enterprise.