| In context of the government promotes China manufacturing 2025 strategy and Internet +,currently manufacturing enterprises transform and upgrade actively.In this process,human resource management,especially the compensation management has become the focus of attention by manufacturing enterprises popularly.This thesis first introduces the function and significance of compensation management research in human resources management in enterprises under the transformation and upgrading background of manufactures,then introduced main theories of compensation,compensation management,broad banding,and knowledgeable employees.Through the introduction of the current existing status of the salary system of Shenzhen LF company,analysis the problems,find out the root causes of problems,and analysis these reasons.Combined related salary management theories to explore the solutions of these problems.Establish the compensation strategy based on LF company's competitive strategy.Use the principles of compensation design,set up the process of compensation system construction.Through the process of job analysis,job evaluation,salary positioning,broad banding,compensation structure,then designed the compensation management system which is suitable for Shenzhen LF company.The compensation system includes basic salary,special bonuses by general manager,performance salary,welfare design,education allowance,seniority allowance,short-term floating salary,year-end bonus,special contribution award.At the same time,on the basis of the compensation management system,described the salary adjustment.At last,evaluated the compensation system design of LF company,and put forward the suggestion on the implementation of the compensation plan.This compensation management system will incentivize employees,motivate their enthusiasm to work,so to enhance the core competitiveness of the enterprise and provide compensation management reference to manufacturing enterprises that in process of transformation and upgrading. |
PDF Full Text Request