Study On Compensation System Of T Property Company

As labor-intensive industry, property management services are faced with adifficult ordeal that the operating costs such as labor employment keep rising whilethe property fee charging standard is difficult to get a rise. Property companies arealso faced with a difficult operating environment, and on the way of development,transformation and upgrading of enterprise demands, how to attract and motivatetalents will be the prime problem that the enterprise needs to solve.As a first-level property service company in Tianjin, T Company already has adevelopment history of more than10years, with the business covering variousindustries and radiating a wide area. It has more than one thousand property servicepersonnel, and it is the leading enterprise within the industry, which has pretty strongindustrial representativeness. This thesis first sums and analyzes the overalldevelopment state and market salary level of property industry in both our countryand Tianjin City in details. Meanwhile, it introduces the basic situation of thiscompany and fully reveals the internal and external environments where theenterprise lies.Second, this thesis selectively conducts survey and data analysis on paysatisfaction of T Property Company, Detailed analysis of the research results isconducted by adopting Logistic regression model at the same time to identify themain problems in current salary management of T Property Company, and the lowerpay satisfaction level has just shown the inevitability and necessity of this salaryadjustment. Based the development strategy and salary policy of the company, it hasadjusted the organization structure and post setting of the company, and conductedan effective post evaluation and sorted out the relative value scoring of posts byusing the Hays Post Evaluation System. It has conducted post grade divisionaccording to the rating scores, at the same time. It has also scientifically determinedthe salary structure to form a salary level chart, which is used as the standard ofpersonnel salary determination and promotion. This thesis formulates a salarydesigning plan which is suitable for the current development of the enterprise bymeans of detailed salary designing steps and scientific approaches, which has certainreference value for enterprises in the same industry. With the continuous development of companies and changes in the external industry environment, thissalary designing plan still needs to be constantly improved and revised.