Research Of Optimizing Compensation System For Middle-level Administrative Officers In Shenyang Water Affairs Group

Human Resource Management is an important way for modern enterprise to obtainand retain talents, and to maintain enterprise’s core competitive ability. As an important partof human resource management, remuneration management is a key factor to supportenterprise to hold talents and keep the core competitive ability. Optimization of enterprise’spayment system can drive the enterprise to change the mode of human resourcemanagement, enhance the sense of identity and the sense of responsibility of the staff to theenterprise, effectively motivate the enthusiasm of the staff, stimulate their potentials inorder to complete the tasks more efficiently, and provide a guarantee for the enterprise’sincentive mechanism.Middle-level administrative officers are elites among the modern enterprise’s talents.They are not only the performers of the corporate strategy, but also the commanders of thevarious departments who work independently. They serve as a link between the high-levelexecutives and basic-level administrators. They are responsible for the strategicdecomposition and important tasks of integration and communication. Therefore, theoptimization of payment system for middle-level administrative officers in modernenterprise is an important issue that can not be ignored.This study mainly includes the structure of the remuneration system and theconstruction of the evaluation index system. First, the thesis background, research purposes,and scholars’ research results on payment and remuneration system are proposed. Theresearch direction, basic ideas and research methods are defined. Second, the relatedconcepts in payment system are analyzed and defined. The principles to design the paymentsystem, influential factors and design process are elaborated. Also, the status andcharacteristics of middle-level managers in the enterprises are described. Moreover, bymeans of survey on satisfaction degree with payment of middle-level administrators inShenyang Water Affarirs Group, the deficiencies of current payment system is analyzed.Finally, based on the deficiencies of current payment system, theory of remunerationsystem is applied to re-construct the ideas and purposes of optimization of payment systemfor middle-level administrators in Shenyang Water Affairs Group. Through the improvements on occupational payment and pay-for-performance evaluation system, andby monetary and non-monetary incentives--such as welfares, subsidies, and awards foroperating results, analysis and elaboration are extended in depth, and an incentiveremuneration system for middle-level administrative officers in Shenyang Water AffairsGroup is built up.This thesis is to study the remuneration system for middle-level administrative officersin Shenyang Water Affairs Group. Based on the problems of remuneration system formiddle-level managers, a new payment system with incentive mechanism is designed andoptimized to meet the current developing state of the enterprise. It is anticipated that theresearch results can provide some practical values to the enterprise, and served as aguidance and reference for national enterprises in transition and reformation.