Research On Salary Management Of Small And Medium - Sized Private Fire - Fighting Construction Enterprises

Small and medium-sized private fire engineering enterprise is an important economic force in China’s private economy, most of these companies started out as the initial, and developed with the way of’crossing the river by feeling for the stones’. Most of them are lack of effective compensation management, but compensation management is one of the important means to solve the problem of people. This paper aims to explore how to carry out scientific and effective compensation management in the small and medium-sized private fire engineering enterprises, to create helpful conditions for the development of such enterprises.This paper applies with related knowledge and theories of compensation, as a case of N company, to use the compensation management theories in the practice of Small and medium-sized private fire engineering enterprises’ compensation management, and lead such companies to build the scientific and effective compensation management system.In this paper, I firstly reviewed the concepts of compensation, compensation management and related theories, development trend of compensation by checking related pertinent literature, writings and periodicals; then introduced the industry background of fire fighting and the general information of N company, and analyzed and studied compensation management situation, current problems and causes behind those problems based on the survey to these private SMEs; further presented compensation management strategies and suggestions for improvement at the small and medium sized private fire engineering enterprises based on the main issues: Compensation decision as arbitrary; Unscientific compensation structure; Lack of satisfaction of internal and external competitiveness on compensation levels; Lack of incentive problems. And I redesigned employee compensation system according to the scientific methods and processes.In the process of redesigning the compensation system, I fully took into account the characteristics and different job functions of the small and medium private fire engineering enterprises, firstly analyzed and evaluated the job of N company, then designed the corresponding compensation schemes in order to develop the motivation of compensation effectively, and to promote the cooperative work between employees and improve work efficiency. Meanwhile, in order to implement the new compensation management system better and give full play to’Compensation Management’in the management of human resource and operation, the corresponding support mechanisms were presented, as the following:i. To establish scientific and effective performance management system.ii. The managers should pay high attention to the incentive effect of’Intrinsic Rewards’.iii. To strengthen the management of talent, corporate culture and strategic planning.Finally, in terms of implementation of improving compensation management, to propose to implement the compensation payment management, strengthen compensation communication inside of the organization, select the appropriate time to pay, pay attention to the visual effects by cash. In the process of enterprise development, the compensation system is not static, and the adjustments of compensation level, elements and structure should be made timely based on the social progress and enterprise development, employees’age, educational background and changes of individual development needs.