The Re-design Of The Compensation System Of Z Corporation

Valuable resource of human resources is the era of knowledge economy, is also crucial for survival and development of enterprises, strategic resources. Enterprise economic profit growth and competitiveness of enterprises is of decisive significance. Therefore, the management of human resources has a significant place in the enterprise management; compensation management is the core issue of human resources management. How scientific, reasonable and effective pay system to attract, retain and motivate talented people to maintain and enhance the core competitiveness of enterprises is the focus of attention of the modern business world.This article through research related pay system theory to explore the decorative characteristics of the industry and the remuneration system of the status quo, the Z’s existing pay system diagnosis. Z Company post diagnosis and analysis of the status quo on the salary system, according to the remuneration of the design principles and design process, job analysis and scoring positions valuation, combined with the company’s development strategy and positioning the company to determine the positions pay. The combined theoretical basis to develop internal fairness and external competitiveness, as well as take into accounts the overall team incentives and individual incentives remuneration package. Evaluation and pay system redesign. The paper is divided into four parts, the first part of the remuneration overview of the theory, the remuneration of its management concept, the pay system design principles, steps and its influencing factors; second part about the company organizational structure based on describes the status of the pay system, to find the problems in the pay system design; third part of the existing problems in the salary system, targeted recommendations for improvement of the pay system redesign; fourth part is the conclusion of research.In this paper, a real case, to support corporate strategy in the process of program development for the purpose, always consider the feasibility of the real-life situation, so with a strong operability. However, due to the limitations of time and ability supporting performance appraisal system with the new system, the annual salary system for senior management compensation management, as well as part of the total compensation benefits and non-monetary remuneration part have not been able to carry out in depth.