Study On Building Strategic Pay System Of Construction Enterprises

With the advent of knowledge economy, enterprise’s competition emphasis is undergoing the shift from the material resources competition to the human resources competition, more and more enterprises realize that the scarcity and the importance of talent and count it as core power and source of enterprise development by pushing it to the degree of strategy, hopping to upgrade the competitiveness and promote enterprise sustained development with strategic human resource management. However, due to the effect of traditional system and thought, the building enterprise of our country have weakness of human resource management awareness, lack advanced management idea and have backward management, leading to inefficient human resource management and brain drain frequently, which are seriously hampering development of the building enterprises. Therefore, how to play the core power of pay management’s “attract talents, retain talents, motivating talent” has been the crucial problem for he building enterprise.To correct this problem, this paper use qualitative and quantitative analyses, theories with practice as a whole and other methods to study. First start from the characteristics of construction enterprises, this paper analyzes the basic requirement for its pay management. based on that, put forward the solution of building strategic compensation system through analyzing the problems and causes of construction enterprises’ pay management, and expound the action mechanism of strategic compensation system. Next, based on analysising its aim and principles, proposes an outline on building strategic compensation system: in strategy level, strategic compensation system should follow the guide direction of enterprise strategic goals; in technology level, construction enterprises should define the value of each position according to the result of job evaluation, and determine payment level by salary polls, which coincides with strategic; in operational level, strategic compensation system should be targeted by taking different pay structure for different position group and important strategic talent and implement dynamic management. Again,the practicality of strategic compensation system is proved by taking A construction enterprises as an example.By building by strategic compensation system, this paper aims to help construction companies to build communication bridges between companies and staff, convey strategic awareness to all staff, highly unify companies goals and staff goals and realize optimal human resources allocation, hoping to provide some reference for pay management of construction companies, improving the core competitiveness of construction enterprise, promoting its sustainable development.