Guangxi XX Group Strategy Pay Management Research

With the growth of world economy, the International trend of market becomes more and more obvious. And what’s more, the influence of the financial crisis which swept around the world in2008was so extensively and far-reaching, that the trend of its development is still uncertain. the emergence of a large number of macro-control means which leads to a more complicated political environment, under the dual impacts of economic and politic, the enterprises have to compete with other rivals from the same industry, so there is no doubt that the challenges the enterprises faced are increasing. In order to obtain the competitive advantages, break the shackles of the external environment, and so as to make themselves become more and more powerful, many companies have taken measures in management, more precisely, these measures mainly refer to the Pay-Reform, aiming at building up a strategic compensation system by enhancing the pay and incentive-oriented as the datum point. By inserting the strategic factors into the pay system, establishing connections between the corporate strategies and the compensation system, transforming the orientations of corporate strategies into the orientations of remuneration, further bringing about the transformation from the pay-oriented to the employee behavior-oriented, making the behavior of employees consistent with the business goals so that ensure the corporate strategic would come true.This research is based on XX group located in GuangXi province. As the group is undergoing a strategic reform, we begin with a comparison analysis and a matching analysis between the enterprise and remuneration, and then commence a remuneration reform. Based on the enterprise’s situation and results from the analysis we design and carry out a strategic remuneration system which promotes achievement of strategic objectives.Based on the above case research and analysis, this research concludes that transforming enterprise strategy into individual’s behavior guidance help both achieve enterprise strategic objectives and realize employees’ value, ultimately achieve a two-to-win situation between enterprise and employees.