J Salary Management System For Optimization Studies

Compensation management are the most important part in human resources management, it affect the human resources configuration and use. Also it determines the efficiency of labor. Compensation management always use pay leverage to guide the corporate human resources towards a reasonable direction, then to achieve rational allocation of human resources and use. However, in the particular economic system, China's state-owned enterprises mainly through administrative directives and planning methods to determine the different types of staff wages and salary structure. Company J have a different levels of income, although the salary between employees have different level, but this difference incentives have obvious defect.According to company J's background, the stage of development, long-term business strategy objectives and remuneration management system to analysis this case. Research found that the remuneration packages of J class companies are the current positions wage system, their design and application are too simple, there are no distinction in different department, job nature of work and work content. Instead of that are using a uniform salary scales. And there were some jobs pay level not match the labor market prices. The salary structure is unreasonable, excessive considering the cumulative contribution of employee, there is no normal salary increase. The compensation management and evaluation of one's performance didn't clear cause the unreasonable salary system, the performance pay didn't work. The leaders'will stronger than the process. So this led to the management of employee satisfaction on pay is not high, the current pay system is difficult to achieve a good incentive effects.This payment management system for the company of J has too many issues, targeted to optimized design a payment system including analysis using the theory of the sea's clear the relative value of each position, according to the results of job evaluation to do allocation salary structure, breaking the previous method to post on the status of human right. By adjusting the payment structure, design a management, drivers payment distribution projects and the specific allocation ratio, improving the existing system of compensation management process and the process of missing. This paper aims to research how to use of "pay" leveraged to mobilize staff enthusiasm and initiative to stimulate potential employees, for the company J with a market competition and social development, to promote the sustainable development of enterprises payment package and looking for a the same type of reference for compensation management system for other companies facing similar issues for reference.