A Research On The Salary System Optimization Of Guangdong Huange Electronic Technology Corporation

Nowadays the enterprise competitiveness lays in talents, that is, the one who ownsoutstanding talents, it can occupy the advantage position. Retaining and attractingstaff largely depend on the well-established salary system and enterprise magnet. So,it is especially important to set up a fair, competitive and effective salary system in thefierce circumstance.This paper takes the scientific salary management theory as the guidance andcombines the salary system problem of the sample company Guangdong HuangeElectronic Technology Corporation. Then unfold the full-scale and scientificoptimization design from basic pay, variable pay, and benefit system.The salary system of sample enterprise has the problems below by research. First,the current salary system does not conform to the company development strategy.Second, the pay does not match the labor input and lacks internal justification andexternal frivolousness. Third, the salary system is incomplete and neglects thestimulation to the staff. Fourth, the formalization of performance appraisal andunscientific distribution of awards. Fifth, excessive salary grade and unreasonablesalary settings. Sixth, the salary lacks competitive strength. Seventh, the benefitsystem is unfit and lacks flexibility. Eighth, the inner salary cannot get theemphasis.Due to these matters, the enterprise appears much abnormal phenomenoninside. For instance, high staff dropout rate makes them like to take a short time job.They think to do more as the less, words better than the action. The culture life of thestaff is boring, and the circumstance of enterprise civilization is dull. These negativeinfluences weaken the staff enthusiasm, make the will of the staff unstable and lack ofcohesion and centripetal force. At last, they slow down the speed of the companydevelopment directly.In view of the above problems, the author takes advantage of businessmanagement and human resources theory, in particular, the enterprise salary systemmanagement theory, to carry out survey and research. And analyze the data andrelated information in order to find out the best salary system for the enterprise. Theprocess centers closely on the principle that salary strategy conforms to enterprisedevelopment strategy and follow the design theory of salary system to advance theprogress optimization reform from job analysis to post evaluation, salary investigation,salary location, and salary structure optimization. Try to segmental the salary performance evaluation mechanism, elasticize the benefic system and apply theadvantages of broadband salary. Then achieve the purpose of sample enterprise.Thatis, the salary system can reach the integration of justification, frivolousness,performance analysis and economical efficiency.