Optimal Design Of Salary System Based On Position And Performance In S Credit Cooperatives

With the China's economy stepping into the new normal and the transition of national economy, the competition among enterprises is also growing.The upcoming age of new economy and development of internet technology have posed a threat to Rural Credit Cooperative.Rural Credit Cooperative needs modern financial support. The transformation from rural finance to modernization is inseparable from the knowledge boost,the main body of which is human resources.Therefore,howto remain a lower staff turnover rate has become a test for rural financial institutions. However, from the realistic point, the rural financial institutions are still immature. The infections of performance appraisal management still affect the business, part of the evaluation indicators can not make a reasonable evaluation of employees.The problem of historical problems and the impact of the real economic environment, corporate liquidity is gradually increasing. The diversity of social choices also brings some difficulties to staff management, enterprises should be alert to the need to enhance the level of human resources management.The importance of compensation management in human resources management has become increasingly prominent.Salary management is not only an important indicator of enterprise performance evaluation of employees,but is also related to the vital interests of employees.It conveys the value of employees in the enterprise. It is the policies and procedures of enterprises to pay remuneration to employees. Reasonable and perfect salary system is an important guarantee forsustainable development of enterprises and for competitiveness of enterprises. It promotes development of human resource, saves recruitment, training, mobility costs, and creates positive interaction between enterprises and employees, and thus to stimulate the initiative of employees.Reasonable salary system is not a simple salary rise or promotion. It should not only meet the needs of the material level of staff, according to Maslow requirements theory. It should adapt to the needs of more high-level staff. In short, it is to help employees positioning their career development, to provide a variety of staff up the channel, dilute the concept of hierarchy of employees color, outstanding performance and skills in their own contribution to the team to assess the level of the concept.To sum up, a reasonable salary system should be combined with corporate vision, in the market competition, so that employees can focus their efforts and behavior to help enterprises compete and survive in the direction of survival.The goal of the salary system optimization is to stimulate, that is, to optimize the market-oriented human resources management system and effective incentive and restraint mechanisms.It must be an effective incentive, not simply to raise wages. For the operation of rural credit cooperatives,it is necessary to adapt to the operation of commercial banks under the market economy.Based on the analysis of their own compensation system, on the job analysis and job evaluation,advanced experience and salary ideas of other enterprises should be learnt as well. And the level of optimization and perfection.Salary system optimization will be impacted by the enterprise's internal and external environment, or even an unpredictable way.Reasonable and effective salary system should be based on the needs of enterprises, should be timely monitored and adjusted. Salary system optimization is a dynamic process, it is both a science and an art.