Hefei Municipal Large Department Stores Retail Incentive Research

With the accelerated pace of reform and opening up, retail in Anhui Province is growing very fast with the total volume of retail sales increasing year by year. Hefei, a key commercial city in Anhui, has witnessed an average annual growth rate of over20%of its total retail sales volume. In2000, the total volume of retail sales of consumer goods in Hefei reached14.8billion yuan,2.6percentage points higher than the provincial average. Heifei topped the whole province in terms of sales volume and increase scale.Enterprise salary system is the most important part in the management of human resources and an important aspect people-centered management. It is related to the vital interests of each employee, and it bears on the operational efficiency of enterprises. Therefore, to develop a standardized and scientific salary system is essential for the survival and development of enterprises in a rapidly changing environment. Over the years, large retail department stores have been at the center of commodity sales and have played a crucial role in changing the country’s poor circulation, improving the shopping environment, meeting the needs of people and boosting the prosperity of urban and rural markets. Meanwhile, we must recognize that the salary system is an important part of corporate strategy, and a reasonable salary system is a strong foundation for enterprises to achieve their business objectives. This paper takes H Department Store in Heifei as the research subject. By analyzing its salary system, the author intends to:1.improve the competitiveness of the department store through salary reform;2. motivate the employees to work harder and more enthusiastically;3. provide reference for other enterprises in their designing of the salary systems.The article is aimed at studying the salary regime situation of the enterprise. Firstly, it describes the background, content and significance of the project research in the preface. Secondly, through studying salary basis theory and salary stimulation theory, combining the fact of Hefei H Department Store, confirming the principle of designing the salary regime, the theory basis of perfecting the salary system, and further analysing the salary design regime of the enterprise. Once more, through analysing the recent situation of H Department Store and Human Resources, dissecting the recent salary regime of H Department Store and pointing out the shortage in salary stimulation regime. Lastly, using the salary theory knowledge and the real fact of H Department Store to make a new salary design plan for H Department Store. Carrying out year salary system in operator layer, progress salary system in operator department and structure salary system in function department. Moreover, for the process of perfecting the compensation mechanism of Hefei H Department Store, it can use the effect of motivate and bind from the different compensation packages, encouraging by the stock option, establishing the more strict auditing system and other methods to avoid the short-term behavior of the enterprise operators, increasing the service awareness of all the departments. The conclusion part of this article will reflect the still existing problems and the future development prospects after improving the scheme.The article uses the methods combining the theory and empirical research, adopting the methods of literature research, illustration, field studies and example analysis, analyzing the compensation management situation and the existing problems of the H Department Store by combining the theory and practice. Coming up with the targeted compensation optimized strategies, and the new evaluation system, the method of compensation design and the constraint mechanism of compensation for the compensation management of H Department Store. Embodying the continuously improving requirement of the enterprises is very important in the increasing competitive environment. The practices and thinking in this article will have some reference value for the compensation design of other similar enterprises.