Research background of 1

In the modern market economy, salary management is one of the most important and sensitive management links in enterprise human resource management, which has a great influence on the competitiveness of enterprises. In recent years, with the gradual transformation of enterprise management mechanism and the need of establishing modern enterprise system, the wage distribution system within enterprises has gradually changed from government behavior to enterprise's own behavior. When an enterprise really gains the autonomy of production and operation, how to do a good job in the relationship between the self-accumulation of enterprise profits and the distribution of employees is not only beneficial to the development of the enterprise, but also can ensure that employees get economic and psychological satisfaction from salary and activate the enthusiasm and creativity of employees, which has become a problem that enterprises must solve.

Taking Shanghai Weili Company, a small foreign trade company, as an example, this paper briefly analyzes the problems existing in the company's salary system and how to improve it, and concludes that salary management will affect the economic benefits and development goals of enterprises. This paper analyzes the organizational structure of the enterprise and the existing salary management system, and diagnoses the existing problems. On this basis, the salary management scheme is redesigned according to different employee categories to make it more perfect in terms of wages and benefits. When designing the salary system, enterprises should fully consider the basic principles such as recognition, fairness, competitiveness, incentive, economy, legitimacy and integrity. A perfect salary and welfare system will greatly improve the social competitiveness of an enterprise.

2 Literature review

Whether at the macro level or the micro level, salary and its related income distribution are one of the most concerned issues in China and other market economy countries. In fact, at all stages of China's reform and opening up and economic system reform, the exploration of the internal income distribution mechanism of enterprises has always been a hot issue. If the traditional planned economy system has caused great obstacles to the realization of scientific, standardized and systematic salary management, then today's market economy environment has provided the necessary conditions for the solution of enterprise salary problems, even for private enterprises.

In the process of writing preparation, this paper collects and refers to some materials.

Among them, Lance A.Berger is the president of S. A. Berger United Limited Liability Company, which is a management consulting company and has performed well in the fields of compensation and change management. His Salary Handbook has great appeal in the US Congress, American Management Association and American Salary Association. There are many practical case studies, which have certain guiding significance.

The principle of salary management, edited by Wen Yueran, is the latest original textbook of salary management in China. It is written by the author according to the practice of human resource management and salary management in China in recent years, as well as years of teaching accumulation and consulting experience with many famous domestic enterprises. This book discusses the new concept, new technology and new process of salary management from a strategic perspective.

Zhang Jianguo's "Design of Salary System" summarizes the author's practical experience in designing the salary system of famous enterprises in China for many years, especially deeply understands the trap of China in the process of the development of modern enterprises from small to large, and the successful methods to overcome the trap.

The goal of gary dessler's book Human Resource Management has always been to explain the basic concepts and skills of human resource management to students and managers in an easy-to-understand and practical way. Other scholars also have their own unique views on salary. Obviously, salary management is a very important issue. So I chose this topic to discuss the problems existing in the actual salary management of the company where I work.

3 Research Path/Thesis (Design) Framework

First, an overview of salary management

(A) the basic concept of salary management

(B) the principle of salary management

(C) salary management difficulties

Second, the status quo of salary management in Weili Company

(I) Overview of Weili Company

(II) Status quo of existing salary system of Weili Company

(3) Payment of wages

Third, the company's salary management problems

Fourth, suggestions to improve the company's salary management.

Verb (abbreviation of verb) conclusion

4 references

[1] Lance A. Berger et al., Salary Manual (4th Edition), Tsinghua University Publishing House, June 2006, 1 Edition.

[2] Wen Yueran, Principles of Salary Management, Fudan University Press, August 2004, p. 1 edition.

[3] Zhang Jianguo, "Salary System Design", Beijing University of Technology Press, 1, 2003, the first 1 version.

[4] gary dessler, Human Resource Management (10 version), Renmin University of China Press, 1, 2007.

[5] Wang Xueli, "Modern Enterprise Salary Design Technology", 1999.

[6] Sun Haifa, Modern Enterprise Human Resource Management, Sun Yat-sen University Press, 2002.

[7] Joseph J. Matocci, "strategic compensation: Human Resource Management Methods", Social Science Literature Publishing House, 2002 (Digital Library of TV University)

[8] Shi Jintao, "Modern Human Resources Development and Management", Shanghai Jiaotong University Press 1999 (Digital Library of TV University)

[9] Wang Qi, "On the salary incentive system for managers of state-owned enterprises", Xi 'an Education Information Network.

[10] Long Chaoshuang and Zhang Meizhen, Micro-analysis of salary innovation incentives for managers of state-owned enterprises, China Knowledge Network Space.

[1 1] Ye, Wang Yaping, Selection and Innovation of Internal Wage Distribution System in State-owned Enterprises, VIP Information Network.

[12] Hou Qinglin, Research on Incentive Mechanism of State-owned Enterprise Managers in China, Hunan People's Publishing House.

[13] Dong Jianbin, Analysis of Incentive Function of Enterprise Salary System, China Human Resources Development Network.

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