A Research On Compensation Optimizing For Shopping Mall H

The competition among enterprises is becoming increasingly fierce under current market situation,management team of enterprises believe that talent is the basic resource for company development which can determine the company survival.H shopping center has been using the compensation structure of the company head quarter since in 1994.However,in the past more than 20 years,the domestic economic developed rapidly,and the competition on talents in the same industry is increasingly fierce,which leads to the company has no advantages in attracting and retaining talents.Therefore,for the H shopping center,it becomes very urgent to formulate incentive and feasible compensation system according to the actual situation.By investigating the basic situation of human resource management in H shopping center,this paper analyzes and summarizes a series of problems in the current compensation system based on the theory of Maslow demand level,fair theory and expectation theory.This paper proposes to optimize the compensation system of the H shopping center according to the job analysis,job value evaluation and company development strategy,it also come up with a guarantee scheme to ensure implementation goes smoothly.The optimization design of the compensation system is the key point of this paper.Firstly,to confirm the compensation strategy based on company development strategy,to make job analysis and value evaluation,and then design different scheme for different departments.At the same time,this paper come up with a scientific budget control scheme,positive countermeasures and solutions in order to ensure it implemented successfully.It is required for H shopping center not only to improve the organization structure,build advanced enterprise culture,and improve various management systems,but also to enhance the communication with employees and employee participation in the process of optimization.The purpose of the compensation system optimization is to keep balance on income gap between the new and old employees,to improve the overall satisfaction and the incentive effect on company compensation system.