Research Based On Incentive Salary System Of The Salary Satisfactory XHR Group

With30years’Reform and Opening-up policy implementation, Chinese private enterprises have experienced leaping development which western economy needs hundreds of years to achieve. Rapidly growth of China private companies have created miracle one after another, but at the same time, it also left a lot of problems to be improved. More and more private entrepreneurs realized continuously to implement the practice of the effective incentive to human resources. The problems between the rapid development of XHR group and the backward of its human resources policy exposed as:lack of enough supplement to senior management position; functional position with low efficiency and creating more errors; complaints of staff s salary; subjective assessment and non open operation on year-end bonus; unclear standard of employees’salary adjustment and so on. It’s urgent to set up professional salary management system which fully considering external competition, fairness, and personal inspiration in order to support to realize the strategy of the Group.Based on the research about XHR group’s strategy development intention, compensation satisfaction factors and welfare satisfaction degree, this article applied the two factors theory and fairness theory to do the analysis, and find out the main influencing factors of the XHR Group employees’salary satisfaction degree are as the income level, capability evaluation, performance appraisal, salary structure and bonus allocation. By using the analysis, further key problems of XHR group’s incentive compensation system can be found. It includes how to promote and inspire the external competitiveness of the salary levels, how to evaluate the fairness of company’s internal position and inspiration, and how to evaluate the performance of individuals and inspiration.In order to solve above problem effectively, based on compensation satisfaction surveys and analysis, this article, combined with the theory of efficiency wages and SWOT tool, put forward the strategy of XHR group’s salary level, salary structure, job fairness and individual incentive, and made suggestions on the scheme design, feasibility, key control points of XHR group’s salary management system, in the meantime, making supplement on the implementation of steps and preparation, difficulties and solutions, evaluation and improvement. At the end of the study, this article combined with the results of empirical research, made brief description about the deficiencies of this research and suggestions, and mentioned that further research was needed.The research of employee satisfaction of incentive compensation is a practical subject. In the era of knowledge economy, this article elaborated how to satisfy employee fairness in the allocation mechanism, arouse their enthusiasm and initiative of the employees and fully develop individuals’potential to create the greatest value to achieve the goal of the enterprise that can provide useful reference for similar enterprises in China.