Research On Optimization Of Salary Management System In Automobile Manufacturing Company

As an important part of human resource management system, The salary management system is one of contents which the enterprise high-level superintendent as well as all staffs most pays attention, it relates the enterprise human resources management directly in the deep level the result and Has the decisive influence to enterprise’s overall achievements.Although the theory and practice of scholars at home and abroad on the salary management system optimization problem of a very fruitful research results, but it’s lack of Systemic research for a quick transition car manufacturing enterprises pay system.After more than 10 years explosion development for car manufacturers, salary management system on the one hand has been formed and salary management is limited in complex systems with other enterprise management and just like pulling one hair and the whole body being affected. On the other hand the salary system which forms in the short-term effect and under the pragmatism influence already fully suffered denounced and urgent to ameliorate.This article unifies the newest salary management theory, using literature research, case research, investigation and qualitative analysis method and in-depth study of NA problems existing in the management of the company, and the corresponding countermeasures accordingly.Specifically, this paper is divided into six chapters.The first chapter is the introduction, mainly elaborated this article research background, the significance, content and frame, research method.The second chapter is a review of relevance theory, describes the strategic compensation management, remuneration system, human capital theory, the psychological contract theory and the theory of the balanced scorecard and other aspects of research results.Third chapter is on NA and salary management overview introduction, first introduced the industry current situation and main NA companies then NA company human resource management, and compensation management was introduced on the major developments, including the salaries of business data and for the results of a series of surveys.Fourth chapter pointed out that has NA company in pay management in the exists of problems:NA company of pay management not full reflected strategy oriented, pay level design and part individual of human capital volume exists larger drop, pay management in the lack on psychological contract and inner pay of concern, corresponds to employees career development of pay with more narrow, actual pay and work performance of associated degrees not high and pay related performance of connotation compared old.Fifth chapter for exists of problem, proposed has corresponding of countermeasures: multidimensional degrees to upgrade pay of strategy oriented, makes individual of pay level better to close to human capital level, makes inner pay in pay architecture in the has strategy status, to more wide of pay with inclusive employees of career development needs, upgrade actual pay and work performance of associated sex and to balance scoring card for indicators rich pay management of connotation.Sixth chapter is a summary of the full text.