Research On Optimization Of Salary System In New Oriental Youcan

With the rapid development of market economy, many enterprises are attempting to take up more shares by expanding their scales. And the most common model is chain operation. Nowadays, many chain stores are set up all around the country so fast. New Oriental Education Corporation was listed on the New York stock market in September 2006 in the United States successfully, as the only one educational institution in the stock market listing in China, which fully proves that it has won the recognition of society.But as the economy of education changed a lot, education and training market reached an unprecedented scale, and is becoming increasingly mature. And it is in this fierce competition in the market that many problems from Shenyang New Oriental school are exposed. Not only New Oriental, but also a lot of small and medium sized education and training enterprises are faced with serious problems such as brain drain, lack of management, not high staff quality, irrational structure,but the market is constantly expanding at the same time, and as a result, the contradiction is rather obvious.. How to retain the talented, making the most effective use of human resources and how to cultivate and inspire their staff are of great significance. This paper selects Shenyang branch, the representative of education and training industry, as a sample, and the aim is to sum up a set of suitable payment system for the Shenyang New Oriental foreign language school training enterprise through analysis and research.By analyzing the staff salary system of the high school department, find out theproblems of compensation mechanism existing in the implementation. With the help of modern salary theory, analyze the existing problems and reasons. From many aspects, this paper expounds whether the salary incentive mechanism has reached the expected effect in the company, and draws some conclusions, to make some countermeasures for the problems.This thesis is divided into four parts: the first part is a simple introduction to the background and significance of the research; the second part summarizes the basis of compensation and compensation incentive theory for this thesis; the third part mainly presents the situation of current human resources management and the salary system and points out the causes of the problem; and the existing salary system is optimized, which is aimed at solving the problems mentioned above; the fourth part mainly presents the necessary safeguards that must be carried out in order to optimize the new salary system smoothly.