Research On The Improving Of Salary System Of Changsha LiPu Estate Company

Compensation management is the main content of the corporate human resourcesmanagement.With the development of China’s economy, the increasingly fiercemarket competition, competition between enterprises, we can say is the talentcompetition, talent is the most important capital. In addition to attracting talent, thekey there is how to retain talent, salary as an important means to retain talent is thefocus of attention of the modern enterprise. In recent years, China’s compensationmanagement has made great progress, including the innovation of the theory will payexpand the scope of the various pay in practice mode, and have achieved certainresults, but there are still not standardized management system, the salary distributionis unfair, incentive mechanism and the gap between the remuneration level of manyproblems to be resolved, our compensation management there is still much room fordevelopment.Changsha Li Pu Company Limited is in office buildings, high-grade andhigh-grade commercial housing development as the main business of professional realestate development company, in recent years the development process, has madeconsiderable progress. Along with the management level rise ceaselessly, thecontinuous expansion of business scope, the salary management mode shows itslimitations, is not suitable for the company development, design a set of effectivecompensation system is imminent.This article to Changsha Li Pu limited company as the research object, theintegrated use of literature retrieval method, survey method and graphical method,firstly the Changsha Li Pu limited compensation management problems and theircauses are analyzed in detail, and then using the related compensation theory andcombined with the practice, the company’s salary scheme the design again, finally thesalary plan implementation may occur in the process of resistance to targeted severalsuggestions are given. This support system, makes it possible to reduce thecompensation change brings negative effect, so that enterprises can steady transitionto the improved compensation system.