HG Compensation Management Company Satisfaction Survey Analysis

Since the reform and opening, our country gradually learning to draw lessons fromforeign advanced concepts of compensation management and research, and closelyintegrated with the concrete practice of our country, compensation management has greatprogress in science, constantly improve the management level, step by step to explore a setof salary management system with Chinese characteristics. Although in compensationmanagement in China’s development has made great progress, but it has obvious stagecharacteristics and the problem of insufficient compensation management level, thelong-term development of the enterprise salary management put forward higher request toour country.HG company is a private small businesses, instrument and meter industry in six years,successively in Beijing, Shanghai, Sichuan, Jilin, Liaoning, Anhui, Hubei and other placesset up offices, to the total capital of10million,2011, staff more than100people in thecompany. With the high-speed development of domestic instrument industry and the rapidexpansion of HG company market, HG company ushered in the unprecedentedopportunities, but also face greater competitive pressures and challenges, in a stablecompany employees and improve their work enthusiasm, biggest push problems cannot beignored the company continues to development, at present of HG company compensationmanagement system is difficult to meet the development needs of HG company.Based on the basic situation of the current salary management, integrated with thecompensation management theory and practice, through social investigation and survey ofHG company compensation management, the research of its measures to improvecompensation management satisfaction, find out the problem of compensationmanagement. Research, according to the results of HG company compensationmanagement system under the different dimensions of satisfaction, including pay levelsatisfaction and pay satisfaction of high degree of recognition, and salary, benefits,compensation structure and compensation management dimension of satisfaction. Basedon the above research results improve employee compensation satisfaction measures andSuggestions: to improve the external competitiveness of the compensation, Compensationof internal fairness; Compensation design of dual channel; Adopt flexible welfare system; Build a people-oriented corporate culture. This study aims to HG company to improve theinternal management level and efficiency, to inspire staff enthusiasm, promotingenterprises to accelerate development.