The Research Of Dongguan Rhine Company Salary System

Entering the21st century, explosive development of the knowledge economy, competition among enterprises more evolved more strongly, the core of competition is the competition of talents, how to retain talent, how organically for personal development and enterprise development goals, promoting sustainable development in the competition, has become a Chinese Enterprise urgently address the problem. Companies to retain talent, it is necessary to perfect the talents incentive and constraint mechanism, and compensation management is a fundamental part of the whole incentive mechanism, only improve the remuneration system in order to attract and retain talented people, to better promote the development of enterprises.This for Lane company pay management does not in place, and pay design does not reasonable, led to company morale low, and personnel loss and the performance sliding wave of problem, using management, and human resources management theory, from pay management of angle, used empirical research method, by on lane company human resources archives, and company of business data, information of investigation, and for staff questionnaire investigation, on proceeds data for analysis, from pay management of angle on company old has pay system for in-depth of analysis, Made subject to lane company actual remuneration reform programme.This article discusses five parts:The first part outlines the research background and significance; the second part of the definition of summarize the theoretical part of the remuneration paid, compensation design ideas and the basic theoretical research, the third part of the Ryan company staff salaries the current management situation and existing problems; The fourth part is a combination of the company’s actual Ryan to design a pay system meet the company’s development, scientific, reasonable and fair compensation management for the company to recruit the better for the company contribute to the development, the fifth part of the Ryan pay system, effective implementation of effective protection measures to make the pay system programs can effectively regulate the implementation of.This article utilizes the salary management theory knowledge to carry on the redesign to the Ryan company salary system. Through the sector reclassification of posts, the division level of the company, pay level and pay content redesign, combined with career channel, ability and quality model of, made senior management compensation design proposal, the technology and general design scheme of remuneration, salary of workers and services design. These programmes help to mobilize the enthusiasm of the staff will help guide employees for scientific career design and planning, growth has a positive significance to the lane company. This article for other small and medium-sized manufacturing enterprises, the development of township enterprises, have certain reference.