Salary System Problems And Countermeasures Of Business A

Salary incentives in the enterprise is well known, is the most powerful internal drive. Compensation management is the most important human resource management, which affects the overall performance of human resource management and corporate performance. Pay system design is reasonable or not, it will affect the vital interests of the employees, and then in turn affect their productivity, and ultimately affect the entire enterprise productivity. Therefore, enterprises need to establish a set of internal pay system, this pay system in conjunction with its own development characteristics, so as to retain corporate personnel, so that human resource to maintain a competitive advantage in the marketplace, so winning will increase weight for the enterprise.Total paper is divided into five chapters. The first chapter is the introduction of this article. The purpose and significance of this chapter introduces the research background, research papers, thesis content and innovation of this paper. The first part is an overview of concepts related pay system, the concept of pay, compensation management, salary system etc. detailed definition; second is the theoretical basis of the pay system design, including well-known foreign research results: hierarchy of needs theory, expectancy theory, motivation reinforcement theory, domestic research results: broadband pay, full pay; and finally the principle of pay system design, for the first A four chapters we optimize enterprise salary system theoretical basis. The third chapter is A Business Salary System Status and Problems section. This section introduces the current situation of human resources A companies, including A corporate profile, organizational structure, and the basic situation of enterprises human resources; secondly the status pay system(salary level analysis, salary structure analysis Salary analysis) analysis; Finally, according to the status quo a corporate compensation system, pointing out the company's existing salary system problems and deficiencies(1, compensation system and development strategy 2 does not match the pay levels of the level of deviation from the market, resulting in a shortage of high-level personnel 3, pay structure is irrational, unscientific 4, lack of flexibility and welfare insurance schemes targeted 5, confidential salary incentive system loses 6, unreasonable wage distribution, with no inclination to pay important key positions) for the next salary system improvement It was foreshadowing.A fourth chapter in enterprise salary system existing problems, propose effective solutions. A corporate pay system for corporate strategic objectives serve; Second, in order to determine competitive pay levels, certain to salary survey, this section includes principles salary survey, channel salary survey, salary survey implementation, the final salary positioning; Third, optimize the remuneration structure of the enterprise, this section includes companies pay grade determine the number of companies pay grade level difference the determination of corporate salary grade crossing and overlapping determination; Fourth, the implementation of flexible benefit system; Fifth, pay the open; six or distribution remuneration shall critical importance tilt positions. The fifth chapter is the conclusion and outlook section. In this chapter summarized the results of the study; and then points out the limitations of this study exists; and finally explained as changes in business strategy development goals, the company's compensation system must adjust.