M Company Remuneration Program Design And Implementation

Competition is the permanent topic during the development of enterprises. Getting into the 21st Century, the competitions between enterprises have progressively changed from those in material, capital and technology to those in Human resources. Human resources, especially the resources of persons with ability, have become the most important advantage in the competition between enterprises. Whether the enterprise has a staff of high quality is the very key which will determine the ups and downs of the enterprise. So it is an important problem facing the enterprise today how to attract and keep the persons of ability and how to make the most of them.Considering the successful enterprises at home and abroad, the secret to their success lies in their possessing a staff of high quality besides the flexible strategy of diversified forms of operation and advanced technology. To create such staff depends on an effective system of compensation management. In the age of concerning the interests of people, compensation management is not simply to distribute the wages to the employees according to certain standards traditionally, but to apply the new theory and method along with motivation according to the strategic decision of the employees, increase the cohesion and remain the competitive power of the enterprise. Beginning with the background of Company M and its system of compensations carried out for years, this article analyzes the advantages and disadvantages of the compensation management in domestic large and middle enterprises according to the popular theory of compensations management. And borrowing the advanced experience of foreign enterprises and combining the new surroundings, the new situation and the new tendency after company M changed its system and went on the market, it designs a set of rules and regulations which are suitable to the development of enterprises of modern communication: the system of 19 grades on the compensation scale.The salary system designed in this article has been carried out in practice and has proved effective. Of course, there is still some room for it to improve. Then, we should be creative and grope our way in practice so as to work out a set of system of compensation management which can meet the need of the mass of employees, be suited to modern enterprises and be fit for the characteristic of the new era.