A Research On The Compensation Management System Of Company A

August 24,2015,the CPC Central Committee,the State Council issued on deepening the reform of the state-owned enterprise guidance,on the reform objectives and principles,to promote the reform of state-owned enterprises,the development of mixed ownership economy,improve the supervision system of state-owned assets and put forward a clear view,in essence,has opened the curtain of state-owned enterprise reform.In today’s rapid development of globalization,in the face of fierce competition in the industry,and actively respond to the call of the state,state-owned enterprises pay reform is imperative.Under such social and economic background,A faces many challenges and challenges.With more large and industry units and have the relevant qualifications of domestic and foreign enterprises have poured into the country,to carve up its market share,the owners and the construction side intends to reduce its market share,to avoid an embarrassing situation alone.A company must actively seek opportunities and conditions change,can survive in the foothold.In order to actively respond to environmental changes and challenges,A company’s salary management system reform has become very necessary for a higher level of strategic objectives and more complex internal and external environment,A company must strengthen the determination of reform,increase the intensity of reform.Major organizational change,inevitably accompanied by a variety of internal corporate policies and systems of change,because the company’s pay policy and pay system and major organizational change between the inherent link.A company only by changing the salary management system strategy,pay attention to strengthening the distinguished himself with other enterprise key ability and core competence,to show the future business excellence management potential characteristics or attributes,to promote the realization of the strategy,to improve the operating performance,control operating costs,improve operational efficiency and competitiveness of the industry.The for a salary management system of case research,adopts the method of questionnaire survey,interviews,summing up experience,,referring to the theoretical foundation of knowledge,a company background information,organization and enterprise culture factor from the beginning of the study,combined with a company human resources situation and the salary management present situation,find out the disadvantages of the existing salary management system of a company,study the main problems and the reasons for analysis,clear the improvement direction and train of thought.Using job analysis and evaluation system,the establishment of job rating system,general quality model,full skills evaluation standards,full quality evaluation standards and other methods and standards for the A company salary management system redesign.Based on the analysis of the full text,we draw the conclusion:in the market and economic environment in which A company is located,with the same industry’s incentive competition and the A company’s internal salary management of all kinds of questions.Salary management system reconstruction work is the A company’s need to go,plus the introduction of a new concept of compensation strategy and the implementation of a comprehensive salary strategy,to ensure that the A company’s leading position in the industry,so that it is highly competitive.