Research And Design Of MC’s Compensation System

As the Large Scale Development of West Regions is steadily pushed forward, the West of China is more and more attractive to the investors, specially for international investors and investors from Coast Region. Compared with Coast Region, the human resource of West Region is poor, and talents is lacking. It’s the key factor of the success that the enterprises can recruit talents, and let talents work well.M Group is a German company with more than 100 years history, focus on R&D, production, Sales and marketing development of G product. M Group entered into West of China in the middle of 1990s, and established MC in Sichuan Province. MC occupied a majority market share of G Product, and developed the local market very well. But M Group slowed down its developing speed during 2002 to 2006, some local private enterprises grasped this opportunity in this period, and developed very fast and well. M Group adjusted its strategy since 2006, and went back to fast developing track, but at the same time, some other international competitors realized the huge opportunities in the West of China, and started to invest in West Region.Under above background, MC gets new developing opportunity, but at the same time, there are double pressures on human resource, one is that MC need new blood, another is that MC has to prevent its talents to join other international competitors. MC has to adjust its HR strategy to face the twin pressures. The author thinks that the Compensation System is very important in HR System, it is similar with price in Economic Market. A reasonable Compensation System can help enterprises to recruit and keep people whom they want to recruit and keep, can make people passionate and working well, can help enterprises developing well and continuously.The author will study the existing Compensation System of MC, and to discover problems & lacks, work out a new Compensation System for MC. The article includes five parts, please see below in more details.1. Introducing, describing target and significance, introducing the structure of the article;2. Describing the theory and concept of design of Compensation System;3. Introducing the current Compensation System of MC, and the background, history, human structure, strategy of MC, how existing Compensation System formed, what’s the problems;4. Design of new Compensation System, working out a new Compensation System for MC based on MC’s strategy, the new system will meet MC’s needs on both facing the market and developing, job analysis and position evaluation can help MC to find out key positions and key employees, the new system will be ability and achievement orientation.5. Evaluation of the new Compensation System, thinks of further improvement.