The Optimization Of Middle Managers’Compensation Management In XELE

Abstract:With the rapid development of science and technology, and the social transformation from labor intensive mode to knowledge-intensive mode, human resource becomes the focus of every industry. Nowadays, it is a common sense that the competitions among enterprises rely on its talents. In order to absorb more talents, enterprises and executives take various measures. Salary and benefits, as an important role to attract, retain and motivate employee, turns very important in the process of modern enterprise management. For the sake of the reforming soluation of compensation, this paper takes XELE company as an example.There are countless compensation cases for enterprise references in both theory and reality. This task, established on the actual business, emphasizes on the current middle managers’compensation system in XELE. Drawing on theoretical studies of economics, psychology and management, this paper combines with literature research, case studies and experience methods, troubleshoots the compensation management. In reference to the international position evaluation system standards, we modify some regulations and standard appropriately for the sake of practical studies. At the same time, the annual salary of manangers consists of position value sequence, which is determined on the job description and evaluation, and the performance pay determined by KPI and weights assessments (including monthly and annual salary).Then comes a brief introduction to the basic principles, calculation method and basis to explain its operability and scientificity. In the implementation process, compensation system optimization will be influenced by various factors. In order to ensure the optimization of the compensation system implement smoothly, author aiming at these existing obstacles makes effective protection measures, such as strengthening organizational structures, enhancing communications, improving performance appraisal, Creating cultural atmosphere and transparent payroll process.The topic combines specific situation of XELE middle managers positions through general train of the compensation system design thought, mainly discussing the building process of compensation system, with full consideration to the nature difference of positions. The optimized yearly salary system is calculated on proportion of work plan and completed efforts, aiming to build a set of more scientific, practical and effective compensation system, and inspire middle managers effectively to become backbone of enterprise management. There are eleven figures, thirty forms and forty-two references.