Study On Jinfang Group’s Salary Management System

In modern market economy, compensation management of human resources management has become the most significant aspects of management, and has decisive influence on the competitiveness of enterprises. In long-term management practice, due to the Chinese enterprises lacking of the experiences about human resource management, and the increasing competition of talent and market, the imperfect compensation management become the shackles of realestate enterprises’ development. Therefore, the establishment and improvement of the salary management system is essential to improve the competitiveness of enterprises.Hunan Jinfang group, established in2007, is a large enterprise groups which scope of business involves real estate, hotels, buildings, property, entertainment, etc. Over these years, Jinfang group grows up fast, and achieves gratifying results. However, Hunan Jin Fang group still faced lower attractiveness outside and lower incentive and motivation of its staff insider. Under the situation of fierce market competition, Jinfang group has to improve its salary management system. Based on the theoretical and practical guidance, taking Hunan Jinfang group as the research object, this paper firstly introduces kinds of salary management theories, which provide a theoretical background for the below. Then the paper analyzes the situation of salary management system of Jinfang group, and points out the main problems Jinfang group facing. After that, it is presented the principles and targets of the improvement plan, based on the strategic planning in Jinfang group. Besides, corresponding to the existing problems, this article puts forward an improvement plan. Finally, it suggests the expected effect of implementing the plan. The results of this research is not only enriched the salary management theory in the new situation, but also provides a reference for other realestate firms.