1、European Management Journal；第2卷，第1期，p:31-39，2016原文：The research of enterprises compensation system designAbstractMany enterprises in early infancy, and is not very focus on the compensation system of enterprise management, in the meantime, business owners and employees together, to focus on business
2、 improvement, and improve enterprise profitability is beneficial to stable aspect of the company, but few for personal interests of the gain and loss. With the constant development of the companys business, to enhance corporate profitability, injustice gradually increases of the internal employees a
3、bout pay. To analyze the main cause of this phenomenon, the result is a level of compensation management did not keep pace with the development of the enterprise, improve employee turnover rate leads to good, it will seriously restrict the healthy development of the enterprise.Key words: Salary syst
4、em; Human resources; Analysis1 IntroductionAt present, the role of human resources in enterprises has been raised to the height of the strategic. In some enterprise human resources management departments are made by the original auxiliary functional departments, to become the enterprise strategic se
5、ctors. But the enterprise to discover talents, cultivating talents and talent to the enterprise to create value, but need to have a set of scientific compensation system to protect. Nowadays compensation management has become the core content of enterprise human resources management, has been closel
6、y related with the enterprise human resources development strategy management elements. Reasonable and effective compensation system can not only effectively stimulate staffs work enthusiasm and initiative, also can attract and retain talented staff to stay in the enterprise. The focus of modern ent
7、erprise management emphasis on people as the center of enterprise management, enterprise to establish reasonable and effective compensation system can improve the staffs work enthusiasm and fundamentally to ensure that the enterprise human resources advantage, and then into foreign enterprises core
8、competitiveness. This shows that the compensation system is an important part of enterprise development. Scientific and reasonable salary system can fully mobilize enthusiasm and creativity of employees, improve the overall competitiveness of enterprises, and promote enterprise rapid, healthy and su
9、stainable development. Research and discusses the problems existing in the compensation system and faults, at the same time using the compensation theory knowledge, combined with the characteristics of the enterprise management and strategic development direction for improving scheme, and compensati
10、on system optimization design. 2 Literature reviewThe study of compensation mainly from the macro point of view, focus on what distribution, not involved in the enterprise specific compensation problem to be solved is how to, and management is to solve the problem of compensation from the Angle of t
11、he micro in management, research on compensation system of the earliest can be traced back to the robot science management theory .On the contrary, le compensation from the perspective of human resource management research, and the compensation system design is divided into five steps: salary survey
12、, job evaluation, determine the compensation level, level pricing and to determine the frequency of pay. In the above five steps, job evaluation and job evaluation is an important work in compensation system design, so the research on compensation, many scholars have focused on the job evaluation, l
13、ike griffin Hagen puts forward the hierarchical classification, mind ray, lot basis points method was proposed, Arthur Yang alignment method was proposed, the fundamental, puts forward the factors comparison method and so on. However, as the change of The Times, the study of compensation has not onl
14、y stayed on the attention to improve the production efficiency of enterprises, but beginning the study of compensation on promoting the development of enterprises. So, in Ed Lawler, 1971 book compensation and enterprise development, will pay linked with enterprise development are put forward. In rec
15、ent years, with the change of business environment, on the basis of post, post and internal balance of the old compensation system can not adapt to the development of the enterprise needs. So, the new compensation system needs to emphasize the connection between the employees and the companys perfor
16、mance, to ensure that the compensation of each element: the base pay, variable pay and indirect salary for the performance of the work of enterprise. In addition, compensation of the role is also far more than just stay in enhances the enterprise the product yield and quality of traditional performa
17、nce function. It can also build the enterprise culture, forming a community of interests with employees, strengthen customer service, and establish the work team and the implementation of the strategic shift and so on.Japanese enterprise salary incentive system of annual work is primarily a lifetime
18、 employment, namely seniority salary model. Lifetime employment system of annual work has the following two characteristics: one is belong to a kind of loan relationships between companies and employees. Before the age of 40 staff will try to lower the salary of the employee in the enterprise, so th
19、e salary increase rate is far lower than the growth of labor productivity, in a sense, that is, enterprises in the employees wages. But once you reach a certain age, because employees after the labor of the best years of such as after age 50, in contrast to the previous wage growth is far higher tha
20、n the labor productivity, then you can calculate as enterprises in the employee before the age of 50 lent. It is in Japanese companies employees proportion of post wages very few, but all kinds of the humanization of subsidies and benefits a lot. In recent years, the Japanese enterprise salary incen
21、tive mode appeared in the new change, namely adopt the composite and the ability to post salary incentive mode. Complex salary incentive mode is the enterprise according to the staff of all kinds of differences such as: length of service, identity, education, etc, to make different compensation mode
22、. Position salary pattern by degree, ability, performance, and post salary of four parts, this model realized based on the performance of it, namely basic salary plus performance pay, this model is to enjoy the advantages of the annual salary of employees for maximum play to the enthusiasm and effor
23、ts to achieve the established objectives.3 The concept and classification of compensation3.1 The concept of compensationCompensation and the name of the concept with The Times change and the development of society and the deepening of enterprise management, and constantly get rich. A pay, is refers
24、to the organization to its employees, including their implementation performance, effort, time, and in such aspects as knowledge, skills, experience and creation, enterprises pay the corresponding reward or recognition. It refers to the employees for employed various forms of economic income and tan
25、gible services and benefits. The nature of the compensation is a fair deal or exchange relations, is staff to its place unit assignment of the right to use their labor or services to get paid.3.2 The classification of the compensationFrom the perspective of the overall access method of compensation,
26、 compensation can be divided into two types: the economy and the economy. Economy compensation refers to the enterprises in the form of direct or indirect monetary pay staffs. Giving direct forms include fixed salary, bonus and allowance, etc. Indirectly paid mainly for various forms of benefits, su
27、ch as all kinds of medical treatment, endowment insurance, it is on-the-job learning, paid vacation, etc. The economical compensation by enterprise culture, work environment and honor brings a kind of spiritual reward employees, like challenging and competitive work and the sense of mission and sens
28、e of accomplishment, corporate reputation to the promotion of the position of the employees social image and etc., the economic compensation, dont need to increase what currency cost, but can give employees bring spiritual achievement and honor, to some extent the economy compensation can motivate s
29、taffs work enthusiasm. So the economic compensation is very important, because money and material cant replace a with trust, happy, meaningful, organizational environment filled with opportunities, also cant meet the needs of people to realize self value, so the material cant defects shall by the sp
30、irit of benefits to make up for. When the organic combination of economic compensation and economical compensation supplement each other, will be multiplied compensation function. But since the non-economic compensation has no fixed standard, implement the difficulty is bigger, need to have higher l
31、evels of management.4 Related theories4.1 Incentive theoryWith enterprise management especially to pay attention to and in-depth research on enterprise human resources, the more people feel the reasonable compensation system for employees of incentive effect is very obvious, because it can improve t
32、he staffs working enthusiasm, improve work enthusiasm and work efficiency, at the same time, due to the reasonable compensation, people in daily life, life safety, social recognition, self development and other requirements are satisfied. Scientific and reasonable compensation system and its managem
33、ent mechanism and the incentive is a benign interaction between the process. During this time the starting point of analysis and research of the compensation system from the demand of the enterprise staff perspective, this is precisely and relationships of enterprise human resources management, compensation ma
