| In the era of rapid development of private economy,employees as goods maker,is the creator,their enthusiasm and creativity directly affects the production efficiency of enterprise,is the key factor for enterprise survival,development and in the fierce competition to win.For labor-intensive manufacturing enterprises such as the S corporation,the importance of human resource management is particularly prominent,compensation management as one of the core issues of human resource management,so scientific and rational pay system design is very important.This paper,based on the theory of compensation management,using the private enterprise S Corporation as the object of study,through literature research,field survey,statistical analysis and other research methods,analyzes current situation of S company's compensation management,and find out the problems.Guided by the idea of the comprehensive compensation management,for the classification characteristics of the different positions of the S company employees,the paper combines the compensation system and the strategic objectives of the S company.Through the post setting and evaluation,a market-oriented job management system is built.After a similar industry market salary survey,combined with the relevant policies of the national,provincial and municipal human resources and social security departments,the paper repositions the salary standard,and improves the level of salary reasonableness.With the comprehensive salary management to enrich S company salary incentive means,the paper adjusts the salary composition of S company for the sum of external salary and internal salary,adjusts the fixed compensation and variable pay scale,fully inspires employees potential,fully mobilizes the enthusiasm of the production staff to enable them to work actively,and ultimately attracts and retain talent.The company's overall competitiveness in the region is effectively enhanced,and the company's development of the road is promoted into a virtuous circle. |
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