Study On Salary System Of Middle-level Managers In Wenzhou Chengda Belt Co.,Ltd

Salary is one of the core issues of human resource management.Salary is not only the carrier of the traditional sense of the production enterprises cost,but the important factor of enterprise human resources development strategy.The goal of salary is to achieve the strategic objectives of human resources management,and finally help the enterprise to realize its strategic goal.Salary plays a extremely important role in enterprise management to effectively attract and retain excellent staff.At present,the poor salary management is a critical factor in the brain drain of enterprise,especially recruitment of the belt-production enterprises' outstanding middle-level management and technical personnel.Firstly,starting from the background of economic globalization,the author elaborates the research and the research methods.Secondly,using the method of field investigation and questionnaire survey,the paper summarizes the present situation of Wenzhou ChengDa belt company's middle managers' salary management and the five problems.Then according to the research results,proposes the salary system improvement strategy of the middle managers and the path.Finally,this paper expounds the security factors of the salary system improvement:organizational system,human resources and enterprise culture.Reasonable salary system can help the enterprises to develop human resources and effectively stimulate the middle managers' team-leading ability and enthusiasm for work.The effective allocation of human resources is not only the key point to cultivate the core competence of small and medium-sized enterprises,but also the focus competition of the future markets.Therefore,how to optimize the salary management to promote the sustainable development of leather industry,has become an important topic of the leather industry.This paper takes Wenzhou ChengDa belt company's salary management system as the breakthrough point,field investigate and questionnaire-surveys to obtain first-hand information,and summarizes the salary management situation and existing problems by using the theory of human resource management,then puts forward the strategies and the implement methods to improve the salary system,and raises three premise factors to ensure the implementation,and expects that it can contribute to the development of small and medium-sized enterprises in China.