The Research Study Of Compensation Management In Chinese Private Enterprises

Since the birth of more than20years of development, China’s private enterpriseshave been act as a economic power that has vitality. Though, China’s private enterprisesalong the way, is full of thorns and rough. But, our country private enterprisesconstantly improve in the groping, prosperity. Behind the scenes, however, our countryprivate enterprise also reflects the problem of management level, especially incompensation management. Have a high-quality, high-quality staff team, to the successof China’s private enterprises have the effect of getting twice the result with half theeffort. And how to attract and retain talents needed for the enterprises has been confusedwith a big problem in our country private enterprise managers. At the same time, a setof the most significant effect on employee motivation compensation managementsystem, and is also an important task of our country private enterprise managers whohave been exploring.In this paper, starting from the related theory of compensation management, incombination with the research achievements of predecessors to compensationmanagement, writer makes deep analysis of our country’s private enterprise in salarymanagement problems, reasons and optimization strategy. Finally, this article throughthe empirical research of S hotel salary management, find out the problems existing inthe compensation management itself, the analysis of the causes of problems, and putforward the S hotel salary management improvement measures. This makes S hotel hasinnovative progress in compensation management.Because our country privately operated enterprise special structure of enterprise,all kinds of compensation management problems has been saved. Such as lack ofawareness of management for compensation management concept; the lack of long-termincentive compensation management; unfair Compensation management such as. Inthis paper, after a thorough investigation to our country private enterprise, the privateenterprise salary management is obtained the reasons for these problems: managersabout the compensation management exist errors; for staff career planning, loyaltymanagement is not enough; private enterprises lack of scientific compensationmanagement system, etc. Aiming at these problems that exist in the compensationmanagement of private enterprises, the author puts forward the optimization strategy ofcompensation management, such as strengthening the concept of modern salary management; pay attention to from the perspective of long-term incentive compensationmanagement; he fair and competitive salary management strategy, etc. Then, the authoron the basis of preliminary research in this paper, the S hotel has carried on theempirical research. The author based on the actual situation of the hotel’s own salarymanagement, found the hotel S specific compensation management problems, such asthe lack of democracy in the management of compensation, compensation structuresimple, heavy material incentives,"big pot"pay the assessment results; analyzed thecause of the problems existed in the S hotel salary management, namely S hotel belongsto the family management, S hotel managers leadership style, light values caused by thespirit of incentives, pay the inspection standard is not clear, the post wage; And in viewof the problem S hotel salary management, put forward the improvement measures:strengthen the salary management to establish and assess the transparency of theflexible compensation management system, the quantitative compensation performanceappraisal standards. Finally, this paper deals with the above content summarization,come to the conclusion and prospect.