Research On Optimization Design Of HY Company Salary System

In the modern enterprise human resource management, compensation management is a very important part, is one of the resource management development and operation of an important part of corporate human resources, for the competitiveness of enterprises have a great impact. Enterprises should retain talent, must be provided to employees competitive salaries. Reasonable and effective compensation system not only can effectively stimulate their enthusiasm and initiative, promote employee efforts to achieve organizational goals and improve the organization’s effectiveness, but also to attract and retain a good and competitive talent in an increasingly competitive economy workforce. Enterprises pay system design, "harmony" driving force comes from its truly embodies fairness. Therefore, enterprises in the pay system should be designed to establish a relatively fair internal and external competitive salary system there.Presence of SMEs in China being taken salary incentive model many problems, far short of the fierce market competition, so under the new historical conditions, must be taken to reflect China’s SMEs incentive model, found inadequate, learn management incentives theory and Western countries mature incentives for Chinese SMEs pay model transformation to meet the needs of economic development. In this paper, the actual situation of HY’s background, through the analysis of existing business problems in the salary system, the use of the theory of human resource management in the design of remuneration, the companies pay system design.Thesis is divided into six parts:The first part introduces the background and significance of the introduction research, and reviewed research, domestic and foreign, and to illustrate the ideas and research methods; The second part of the theory, the paper analyzes on related pay system concepts and theories were discussed; The third part introduces the basic situation of company HY, company HY of the current pay system and the problems, pointing out the key to solving such problems is to optimize the design of the company’s compensation system; Section IV, HY remuneration system optimization design, according to company HY, the proposed optimal design of the compensation system; The fifth part, the compensation system designed to optimize the implementation of the program; The sixth part, conclusions and outlook of the paper were simple summary and Outlook...