Reasearch On Optimization Of Compensation Management Of Xuchang Huaqi Small Loan Company

In today's society,the Chinese workplace is in a transition period,the salary issue has been gradually beyond the scope of enterprise management.Because people for money over the chase,the salary level become the only standard to measure a professional success or progress of;at the same time,the expenditure of an enterprise in a large extent for staff salaries and benefits,so a sound compensation system will not only of employees have a positive role in promoting,more far-reaching impact to the enterprise itself.Xuchang Zhongqi petty loan company is conform to the needs of the community established a new company,in order to develop steadily in the form of today's market economy and will not be eliminated.Formulate scientific,systematic,suitable for the development of the company salary management system is particularly important.Salary management is the enterprise human resources management is the most complex,the most difficult part of one of,is the so-called "happy families are similar",generally the success or the blue chip enterprise organization,the salary management tend to have distinct characteristics and advantages,to attract,retain and motivate talented people to play a good role;on the contrary,salary management tend to become key factors in its many causal relationship.At the same time,with the background of the state-owned Hua Qi the petty loan company also has a and other state-owned enterprises similar inherent ills,especially for understanding of the concept of the old,backward management means.In this paper,we first introduce the compensation optimization of the background and significance of the study,the theoretical basis of compensation management are outlined,then to Xuchang Yee microfinance company human resources management and the salary system present situation described and combines the result of pay satisfaction questionnaire,summed up the Hua Qi existing compensation system existing problems and causes.On this basis,design the compensation system optimization wachi company,and puts forward the measures to ensure the implementation of the relevant.The farwellcompany compensation system optimization design in full consideration of national policies and regional characteristics,with the industry competition and other external factors based on,but also consider the effect of the internal factors of the enterprise of China Yee company compensation system design,adhering to the open and fair,legal and reasonable,and consistent principles,combined with job analysis and position analysis,adjust the original salary system of the salary grade and design improvement of salary structure system,on the company's existing human resource management were fully optimized.Main research methods used in this paper is the investigation method of the questionnaire,the benefits of this approach is the problem with targeted,the survey results can be quantified,for statistical analysis;but the investigation method of the questionnaire also has inevitable shortcomings,such as some employees answer with very strong subjectivity,or deliberately concealing the true situation etc.,plus Hua Qi,the number of employees is not much,the wrong choice of individual employees can easily lead to questionnaire results are not objective.