Remuneration System Optimization Program Of L Company

In the context of China’s sustained and rapid economic development, as the mother ofindustrial plastic mold manufacturing the extreme cruelty of the competitive landscape. Infact, the competitive nature of any industrial and commercial enterprises in the final analysiscan be extended for the talent competition, any enterprise sustainable competitive in order towin, they must be increasingly aware of the importance of human resources. The results ofthis study to take the theory with a practical method of analysis for the L Companyemployees work force is not enough, not strong work initiative phenomena of of Ldepartment heads, key employees and primary frontline employees questionnaire analysis,diagnosis lead the staff is not enough motivation, strong work initiative, aimed for thephenomena of nature, to find out why, and to provide a basis to improve enterpriseefficiency..The paper is divided into five chapters. The first chapter mainly introduces thebackground, the main purpose of indicating the diagnosis, the main content and thetheoretical tools for the diagnosis of the list of reference documents and diagnosis; paymanagement status of L company second chapter mainly introduces L company as a smalland medium-sized mold manufacturing enterprises, the operation status, current situation ofstructure and organization of human resource management. Clearly pointed out L the currentproblems facing the company’s existing salary system is not scientific, not reasonable,resulting in the incentive to employees co.. The third chapter L company salary systemdiagnosis and analysis of the main reasons of the plight of human resources companyproduced L. The fourth chapter of L company compensation system optimization is the maincause is the L company compensation incentive for various reasons not enough correspondingsolutions. Implementation of compensation system in the fifth chapter the strategy of Lcompany mainly do analysis on compensation and compensation control, from the executivelevel analyzes how reliable to ensure the effective operation of the new salary system.Lcompanie is the small and medium-sized manufacturing enterprise which has the certainrepresentation, this paper takes L company as the research object, research, and strive toachieve the following three objectives: 1. Through the establishment of a reasonable job analysis and job evaluation systemin recruitment, promotion, incentive etc. to provide a scientific basis for L company;2. Through the mold and decomposition processes are classified, to provide jobperformance appraisal quantifiable indicators and rebuild L company’s performanceappraisal system;3. Through communication and pay remuneration controlled studies, to providecompensation system solution ideas for optimized implementation of the strategy.