The Redesign On Compensation System In Company J

Compensation system guides the structure and direction of talent flow in the labor market, determines the company’s human resource structure and affects the enterprise’s strategic objectives indirectly. Therefore, compensation management plays an important part in the whole system of human resource management. However, looking at the current situation of Chinese enterprises, despite the compensation management theory has been accepted in most domestic enterprises, there is a huge gap between theory and practice. The level of compensation management in most companies is low, so are import and export enterprises. Especially since china joined WTO and new foreign trade law was enforced, the policy environment has changed obviously. How to attract talent and motivate employees to reach their maximum potential through effective compensation system has become a major problem of domestic import and export enterprises. As a consequence, study of import and export enterprises compensation system can not only help to mobilize the enthusiasm of staff, but also help to make efficient use of material and human resources of the company.In the paper, we study the issue that how to design compensation system. We take a case study of company J; introduce the theory of compensation system and analysis the situation of the human resource and compensation system of company J. Then we present to redesign the compensation system of company J in consideration of the problem in the system before. Oriented by the strategy of the enterprise, according to the peculiarity of different positions of company J, we redesigns a new compensation system in thought, principle and content. And we expounds in two aspects from main steps of compensation reform and performance appraisal system. Finally, we make the conclusion and draw a picture of the future, point out the insufficient and aim the research way in the next step.