Research On Optimization Of The Salary System Of Saide Company

Compensation management,as an important component in the field of corporate human resources management is of undisputable significance.The adaption of compensation management to the development trend of a company will directly affect the company’s management objectives and the motivation of employees.According to HR management theory,a sound compensation management system should be not only related to the employees’salary,but also should be reasonable,legal and appropriate.Therefore,establishing a reasonable and perfect compensation management system is not only a key measure to improve the motivation of employees,but also a powerful tool to retain,encourage,develop and attract talents,as well as an important force to improve the management level and promote the company’s growth and strength.In this paper,Saide Company located at 1228 Sendai Street,Changchun,with a total area of 43,000 m~2 and a total construction area of 197,400 m~2 which was established on May 21,2007 and is a key enterprise in the Economic Development Zone was used as the study object.In 2016,Saide officially became a subsidiary of HNA Group.Since its establishment,it has transformed from the traditional associate-type business model into the existing holding property business model through several shareholder changes and business model conversions,and now it is a new ecological and healthy living experience center with great influence.The in-depth analysis of the current situation of Saide’s compensation system revealed that there were many problems in Saide’s compensation system,such as over reliance on the group’s salary system,non-compliance with the actual development of the enterprise,non-standard salary increase system,improper implementation of performance appraisal results and lack of a sense of fairness in salary.Based on the study on numerous human resource management and compensation management literature and works,the reasons were analyzed,and then the compensation system was optimized in a targeted manner adhering to the principles of strategic management objectives,competitiveness and fairness.In addition,the compensation system was optimized by reclassifying the salary grade,redefining the standard and assessment of performance salary,and improving the welfare in three aspects.The smooth implementation of the optimization program was guaranteed through a series of measures such as active promotion by the human resources department,enhanced deployment by each leadership and interdepartmental cooperation,as well as establish a perfect post responsibility,establish a perfect performance appraisal system and other institutional and cultural guarantee.As a result of optimization of the compensation system of Saide,the overall level of compensation management of Saide has been improved,thus enhancing the competitiveness of the enterprise and ensuring the healthy development of the enterprise.