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Research on the Payroll Management of Sanhe Company

薪酬管理在现代市场经济中已经成为公司管理的核心环节，公司能否用好薪酬激励的手段，对公司的竞争力具有巨大影响。我国民营公司正面临着空前的机遇，正在以飞快的速度发展着。人才市场的开放使得公司必须进行有效的薪酬管理来满足员工的物质、精神需求。薪酬管理已成为制约民营公司进一步发展的障碍。薪酬管理已不再是简单地将薪酬发给员工或增加薪酬水平的过程，公司要保持竞争力，就要求薪酬管理成为保持公司竞争能力，构建组织与员工共同体的有效工具。
Payroll management has become a key link in corporate management in contemporary market economy; the proper use of remuneration incentive means will have a great impact on the competitiveness of companies. The private companies in China are having an unprecedented opportunity and are advancing with a very fast pace. The open market of human resources has compelled companies to implement effective payroll management to satisfy both the material and spiritual needs of employees, and this has become a hindrance that restrains the further development of private companies. Payroll management is no longer a simple process of paying or increasing wages to employees; in order to maintain competitiveness, payroll management must become an effective tool for companies to retain competitiveness and establish a community between the organization and its employees.

本文《三合公司薪酬管理研究》在阐述了公司薪酬管理有关理论的基础上，简介了三合公司概况及薪酬管理现状，借助于个案研究法和观察法等研究方法，运用公司薪酬管理理论，针对三合公司现状，分析了三合公司薪酬管理存在的公司薪酬设计方案不科学、公司工资体系不规范、公司奖金分配制度不合理、公司薪酬体系中的内在薪酬缺乏有效运用、公司未建立完善的与绩效挂钩的考核体系、公司薪酬管理中福利体系不完善、公司薪酬体系缺乏透明度等问题，并提出了解决三合公司薪酬管理存在问题的明确调查对象和评价系统以保证薪酬规划质量、 为规范工资体系而协调薪酬与职位的关系、建立一套与绩效挂钩行之有效的奖金制度
On the basis of the relevant theory of the company’s payroll management, this paper briefly introduces the general situation of Sanhe Company and the present status of its payroll management, and by invoking the study methods of case study and observation, as well as applying the theory of payroll management, this paper conducts an analysis on the various problems presently existing in Sanhe Company’s payroll management, such as its unscientific design scheme, non-standardized payroll system, unreasonable bonus distribution system, lack of effective use of intrinsic wages, lack of a perfect appraisal system tied to performance, imperfect welfare system and lack of transparency in remuneration system, and offers solution to the problems by pinpointing the investigation subjects and evaluation system, so as to ensure the quality of remuneration planning, to standardize the wage system by coordinating the relationship between remunerations and positions and set up an effective bonus system tied to performance.

【英语牛人团】

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.~~~~~~~~~~

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