Study On The Optimization Of The Salary System Of S Company

Salary management is one of the management segments which keeps up withthe times and continue exploring among the processes of development of all theenterprises in21st market economy, it can directly influence the competitive ofcompany in market, and also has an significant impact on the management andintroducing of human resource. Enterprise Management System is changing step bystep and build up the modern enterprise system during these years, at the mean time,the enterprise obtains the right to make its own decision of management genuinely,how to make the profit of enterprise accumulates continuously while greatly dealingwith the relationship of staff distribution, and how to reward the staffs who dedicateto the enterprise objectively, fairly and reasonably thereby benefitting finedevelopment of the enterprise, and also make sure the staff get satisfaction ofpsychology and economy from the salary, activating the staff’s subjective ability tomake them willing to develop with the enterprise is become to one of the problemsto deal with by themselves.By taking the salary management of S corporation as the research object, thispaper mainly depends on the theories of human resource management and salarymanagement to optimize the remuneration package. Firstly, the status quo of humanresource management and remuneration package in S corporation was analyzed.Then issues in salary management were revealed, the factors leading to theseproblems were concluded conjoint with theory of salary management. The strategyof holistic optimization was applied to the salary issues, and broadband salary theoryto redesign the remuneration package for problems exist in organizational structure. Evaluations about the posts were made, and salary system was designed based onfeatures of posts. The salary was calculated according to salary classes and posts.The final salary is linked with personal performance, experience and basic wage andbonus to stimulate staff’s enthusiasm. At last some safeguards measures werepromoted which point out that the new salary system need some time for transitionto make the process flow. Furthermore salary related to everyone’s profit, so staff’ssupport is needed, and full participation is made.