State Trading Enterprises S Remuneration Redesign Study

In the background of economic globalization, production organization and interdependence is deeply changed. During10years process of accession to the WTO, China deeply developed the external economic cooperation. During this period, foreign trade enterprises got the rapid development, and also experienced the winter of financial crisis. Foreign trade enterprises are Facing the opportunities and risks. Along with the government reduce the threshold of distribution companies, more and more private companies and factories got the import and export license, the state-owned foreign trade enterprises start to lose the market advantage in their area. The private enterprises who have the factories develop very fast and get the business from old style state-owned trading enterprises. Under the huge impact, the state-owned foreign trade enterprises losing talented person, market and also management advantage. How to well use the strong finance chain, mature sales channel network, professional talent resources become the problem of most state-owned foreign trade enterprises. All this needs talented people.In the practice of human resources management, Salary system if scientificalness Rationality and fairness become the problem need to solve first when enterprise want to establish modern enterprise system. The design and improvement of salary system Influence the enthusiasm of the staff and also affect the overall efficiency of enterprises.With the research on outflow of talents of foreign trade companies in recent years, it is not difficult to find that there are many problems on the salary system,work position performance fuzzy, all these problems directly led to the lack of advantage of state-owned foreign trade enterprises in the talent competition, met the big serious of talent outflow Therefore, the state-owned foreign trade enterprises must establish a set of competitive salary system, according to staff development and provide compensation solution, attract and retain the best people, to build a stable, efficient staff group, to achieve the goal of sustainable development of enterprises.This thesis finished base on the phenomenon of talent outflow in state-owned foreign trade enterprises, analyze the relationship of work position, employee, performance, salary system. Aiming at the problem of salary system of state-owned foreign trade enterprises, with the theories of human resource management and the maturity of the salary system design method, relevant theory to human resource management and maturity of the salary system design method, through the analysis of the salary system of the state-owned foreign trade enterprise actual situation analysis and position, redesign compensation of state-owned foreign trade enterprises "S", the above background seize the importance of compensation incentive during enterprises improving the competitiveness. In new economic competition of the market, seize the development opportunity, try to provide useful case and material to related state-owned foreign trade enterprises which meeting the same problems during this period.