Case Study-The Salary System Design Of ZH Holdings Limited Company

The 21st Century is an Era of knowledge-based economy. Knowledge becomes the basic factor of production and strategic asset of an enterprise. Being the bearers of knowledge, human resources represent the sum of knowledge and skills of an enterprise. As a result, they become the key factor to the market value of an enterprise. Thus, the competition of knowledge-based economy can be interpreted to competition for human resources with knowledge. In this sense, human resources are the most fundamental and the most important resources to the production in the community. The era of knowledge is the era to compete for human resources, and the salary.system is the core of human resources and crucial to the enterprise development.With the enterprise management standardization and the market competition becoming increasingly fierce, competitions among enterprises are increasingly dependent on the advantages of human resources. Only enterprises put emphasis and reinforcement on the human resources management and optimize salary systems, can they survive in the fierce global market competition.In this article, we take in the ZH Holdings Limited (hereinafter referred to as ZH) human resources management case to study. The methods of empirical research and normative analysis are both used. As a listed company, Human resources become increasingly important to ZH. Human resources become increasingly important to ZH being a listed company. Therefore, according to the characteristics of the enterprise itself, drawing on the successful management of human resources management experience and today's advanced concepts, ideas, and under the guidance of Western economists' human capital theory, the author advices establishing a suitable salary management system for corporation development.The paper applies salary system and performance incentive theory to analyze the comparison of ZH's salary system between the same trade area and other branches in different regions. What's more, the author studies the business process reengineering, personnel allocation and defining the structure, reforming the distribution in ZH and gives advice on optimization and design, which bases on the principle and process step of salary system optimization.