| China’s real estate industry is an emerging industry, but it is a very important position in the national economy occupies, in recent years the economic value of the real estate industry accounted for nearly1/10of China’s GDP. In the knowledge economy environment of the present rapid development, the fierce competition in the market will inevitably lead to the company’s incentives must also continue to improve. As the most important part of the incentive mechanism, salary system must also keep pace with the times. Shenzhen Heng Ye Real Estate Company as a scale of the real estate business, but because the technology Heng Ye Real Estate Company on the salary management means, backward, so the enterprises can not pay for the effective management of human resource, resulting in a large number of human resources of enterprises constantly loss, affect the overall competitiveness of HengYe Real Estate Company.Firstly, this paper designed a scientific questionnaire survey, and this study gives a very reasonable diagnosis of salary management system HengYe Real Estate Company, Real Estate Company management personnel, from HengYe ordinary staff and sales personnel three different roles in the salary system, put forward the problems existing in the salary management system the four aspects as well as HengYe Real Estate Company welfare system. Combined with the actual, four reasons for these problems are analyzed in detail. Secondly, this paper puts forward a reform scheme of HengYe Real Estate Company’s salary system from five aspects. Including:job analysis and job evaluation, salary survey, determine the method of performance appraisal, salary structure and salary design in different job analysis, in which different salary design, combined with the present situation of human resources of HengYe Real Estate Company different post design consists of senior management staff, middle management staff, technical staff, employees and marketing staff of five categories of different compensation standards and regulations. Finally, in order to make the most of the main contributions of this thesis (design of the new salary system in Chapter fifth) can successfully be applied effectively in HengYe Real Estate Company, this chapter designed the security measures associated. Described in detail through the improvement of salary distribution system, company make a fair and reasonable performance appraisal system, pay attention to communication, the importance of enterprise culture and the introduction of flexible salary in five aspects of the new salary system implementation to provide strong protection. In this paper, combined with modern scientific management and human resources management theory, theory of incentive mechanism, performance evaluation, compensation management theories, methods and tools, reference the existing research results at home and abroad, linking theory with practice, mainly adopts the research methods of literature research, field research, questionnaire survey, empirical analysis, fully focus on linking theory with practice, to HengYe Real Estate Company as the object of study, in order to solve the practical needs as the goal, in-depth investigation and analysis based on the actual situation HengYe Real Estate Company, help the reform of salary system, solving the salary management present HengYe Real Estate Company in some unreasonable problems, improve its ability to attract to improve the management performance, enhance HengYe Real Estate Company enterprise competitiveness and sustainable development ability has not often an important role. At the same time, also for the similar enterprises in the salary system design and practice provides a new reference. |
PDF Full Text Request