Redesigning Of Middle Class Management Employer Payroll System In C Corporation

With the rapid development of knowledge economy, enterprises are facing more intense competition. Talent has become the key factor in enterprise competition, how to design, adjust and optimize the organization’s human resources management system, especially the salary system to attract talent and give play to them, has become an important task of the development of modern enterprises. Middle-class managers as the core strength of the enterprise, how to retain them, fully mobilize their enthusiasm, exert their knowledge, skills and management ability to build a competitive, efficient, scientific middle-level salary system has become an important topic which the enterprise faces.C is a pharmaceutical enterprise with30years history. After a long-term development, enterprise has gradually expanding, the economic benefits were increasing year by year, C has become one of the most influential leading local enterprises. Although with the rapid development of enterprises, the original enterprise management system exposes some sections that do not adapt to the development demand, especially the obvious problems in middle management personnel salary design which results in talent drain. In the face of the current environment, the need to reform the existing human resource strategy, optimize and perfect a set of" impartial to internal and competitive to external " scientific salary management system, and make it to be the core competitiveness in helping the C with absorbing, motivating and retaining core talent.With the guideline of modern compensation management theory, this article holds a discussion which following the way of "presenting-analysing-solving " problem by using the literature research, questionnaire, interview method, chart analysis and other research methods. This thesis redesign the salary management of the middle-level managers in C company. First, discuss the relative theories of salary management to lay the theoretical foundation for the next research work; then find out the problems and weak points existing in salary system of C company by the actual investigation, focus on the root of the problems and point out the necessity of salary system optimization; then according to the company own situation determine the design improvement solutions of salary management by the way of combining theory with practice and qualitative analysis and quantitative analysis method, focus on the perfection of C company’s middle management personnel salary system, compensate the existing salary system basing on the principle of fairness, economic and strategy. In the design process, the new design should manage to be the organic combination among the strategic aspect, the system aspect and the technical aspect, thus fully motivating middle managers to maximize their potential, improving enterprise’s competition. The new compensation system enrich itself by compensation incentive factors, creating a scientific, reasonable and dynamic compensation structure within a pluralism compensation components, such as the basic salary, performance salary, bonus, welfare; finally put forward the safeguard security compensation system, make appropriate adjustments according to the situation and lay stress on increasing the supervisory control and diagnosis, in order to achieve the most superior effect of the design.The new salary design is strongly flexible. It explores and utilizes the human capital of enterprise through optimization for middle-class managers of C company’s compensation system directly, to meet the strategy development requirement of C company. Hope to have the certain reference function to other similar enterprises.