The Reconstruction Of Salary Management System Of D Corporation

With the further development of economic globalization and knowledge economy, the competition between enterprises focuses more on the competition for talent. How to attract talent, to retain talent and motivate talents becomes the core problem of human resource management of enterprises. Among which, the salary management is one of the important tools to solve the problem. In the different stages of development, there should be a salary management system to be matched with the business strategy of the enterprise, Salary management mode of enterprises should "keep pace with the times" according to the different historical stages and business competition strategy. A scientific and reasonable salary management is vital to an enterprise.D company, as a professional enterprise engaged in engine sliding bearing professional design and production, walking in the critical period of its development, to achieve the first place in the China engine bearing industry goal in the next 5 years, has a long way to go. To achieve the target, it depends on the stability and quality of staff. Through the investigation on the history of this enterprise and satisfaction questionnaire to the staff, the systematic research of D company’s salary management system, we find out existing deficiencies that salary management system of D company:imperfect salary management system, unreasonable salary system, correlation difference of salary and the performance results, poor incentive effect etc.. This situation has been unable to meet the need of the future development of the enterprise strategy, and has seriously affected the enthusiasm of the staff work, the cultivation and development of talents.Based on this, this paper takes D company as the research object, through the study of domestic and foreign advanced theory of salary management, and on the basis of the systematical research of D company, on the basis of analysis of the present situation of the salary management system of D company, combined with the actual situation of the enterprise human resources management, integrating theory with practice, puts forward the basic countermeasures to perfect, reconstruct, modify salary management system of D company, making the enterprise salary management system become a huge driving force to promote the development of the enterprise.Following the spirit of the mixed type salary strategy of "key talent leading, general talent following", the reconstruction of salary system in D company focuses on ac-cording to different functions of the staff, taking a different approach to performance evaluation and the corresponding salary distribution, and guaranteeing from the aspects of organizational system, institutional system, enterprise culture, to make employee interests and business interests jointed closely, stimulate staff working enthusiasm and initiative, enhance the competitiveness of enterprises, and finally realize the enterprise’s strategic target.