Compensation management in the modern market economy has become the core of company management link, companies can use incentive means, on the competitiveness of the company is having a tremendous impact. China private companies are faced with the unprecedented opportunity, is developing at a rapid rate. Talent market opening allows the company to carry on the effective salary management to meet the staff's material, spiritual needs. The salary management has become an obstacle to the further development of private company. Salary management is no longer simply wages to employees, or increasing the salary level of the process, the company to remain competitive, requires compensation management become maintain company competition ability, compose builds organization and staff common effective tool.
In this paper, " three companies " in the research on compensation management compensation management theories elaborated on the basis of brief introduction of the three, company profiles and salary management situation, with the aid of the method of case study and observation and other research methods, using the company's salary management theory, according to the three company current situation, analysed three company salary management the salary design is not scientific, the company pay system is not standardized, the company bonus distribution system is not reasonable, the company 's salary system in lack of effective use of intrinsic salary, company fails to establish and perfect the performance of the test system, salary management in the welfare system is not perfect, the company pay system the lack of transparency and other issues, and put forward the a solution of three company compensation management problems clear investigation object and evaluation system to ensure quality, in order to regulate the planning to pay salary system and salary and position coordinate relationship, to establish a set of effective performance-related bonus system
OK.~~~~~~~~~~
追问虽然我英文不怎么样~不过拜托不要拿我开玩笑好不好~我很急的~