SD Paper Company Salary Management Optimization

Compensation management as an important part of human resource management, along with reform and opening-up and the development of market economy and constantly improve. Reviewing the development history of compensation management, both from technology research management model to the change of management mode of talent first, and from the contradictions of labor relations to each other in harmonious and stable labor relations. At the beginning of the20th century, compensation management appeared for the first time other than the basic salary welfare concept; After world war ii, welfare projects gained popularity, and the enterprises pay more attention to the fair treatment of the employee; In the1970’s and80’s, developed the strategic salary management, still has an important role in the salary management; In the1990’s, the strategic compensation management is becoming mature, but more to attract and motivate.Compensation management after more than one hundred years of evolution seems to have into perfection. pay managers seem to also don’t need to spend more resources to create new ideas, to seek new ways to develop a new platform, as long as the compensation in a kind of computational science, according to the results of calculation factors influencing compensation paid to workers compensation and pleasing to the eye, look at the same time to provide staff with market competitive advantage of welfare programs and development platform, can get the most people’s recognition and praise. But in modern enterprises, especially private enterprises, compensation management can become the bottleneck of enterprise development and short, usually exist compensation system design in enterprise management difficult, compensation implementation progress is slow and poor salary incentive effect, and many other circumstances.Is often used at home and abroad based on the salary design scheme as the background, SD paper company in private enterprises as the research object, through analyzing the present situation of enterprise’s salary management research, access to corporate employers and employee needs. According to enterprise at present and the future development of strategic objectives determine the enterprise salary plan and incentive standard. To enterprise executives at the same time, professional and technical personnel, middle management, production, sales personnel salary design, the classification of the administrative and support staff, contains more comprehensive present enterprise at all levels and all kinds of types. Put forward the design scheme, this paper further, communication, and the implementation of the salary system evaluation and revision are comprehensively described, design scheme for practice provides the necessary support.The conclusion is as follows:1.This paper discusses the development course of compensation management. Background and the main cause of strategic salary management. Entered the information society from industrial society, repetitive work gradually shift to the innovative work, general management to strategic management transformation, as the core competitiveness of the enterprise competition strategy and the strategic resource of talents has become the core element of the compensation management. In addition, this article also discusses the main differences still exist in modern compensation management, such as best practice school and adapt to the school differences, the challenge of the definition of fair differences, expectancy theory of performance-related pay differences. For research design enterprise compensation plan, this article also enumerates the compensation design scheme of commonly used at home and abroad, such as overall compensation design scheme of the American association of compensation.2. Compensation was proposed and practice for design steps:requirement analysis, access to strategic objectives, assessment incentive approved qualification, determine the project goals, incentive standard and clear time limit budget, implementation and feedback evaluation. Compared with the previous salary design scheme, this scheme has four advantages:one is based on the compensation scheme of the strategic target of the state-owned enterprises, is an assessment based on future earnings estimates after pay distribution, and closely linked to the degree of the realization of the strategic target of enterprise. Second, the design scheme to the enterprise with the core competitiveness of talents, which is according to the different human capital value to make corresponding compensation design, focus on incentives for enterprise development has a huge role in promoting the core competition of human capital.3. Using analytic hierarchy process and factor analysis method to evaluate period before and after the compensation management scheme design, the main evaluation index is the management level (growth rate of net assets, rate of profit growth, market share, well-known brand), research and development ability, technical staff accounted for, high technology content products accounted for, the new production line of), condensing capacity (employee satisfaction, employee turnover rate1-, staff attendance), the resources development (senior talent proportion, performance appraisal, the introduction of personnel of good employees accounted for). By comparing scheme implementation and expected goal gap, revised lay a foundation for improvement.4. Through the compensation scheme design of SD paper company, it is concluded that at present our country private enterprise salary management present situation and the common problems, countermeasures are put forward on the next our country private enterprise salary management, at the same time this paper enterprises at all levels to carry on the compensation scheme design, on the project of the enterprise salary management has the feasibility and operability, especially in human resource management in enterprise management, has the reference value.