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"The salary management system is the core part of the company's human resource management, because it is the basic remuneration of employees' wages and labor services, and also a major aspect of employees to reflect their own value, so the salary management work has attracted the attention of the company, especially the private enterprises. For private enterprises, the establishment of an effective and reasonable salary management system plays a key role. After the study of the current salary system of private enterprises, it is found that the growth of private enterprises is not scientific and reasonable, which cannot be reasonably linked to the salary setting and employee performance, and the lack of reasonable incentive mechanism. The purpose of this paper is to find out the existing problems through the research of the above existing of the problems, and then give the opinions and methods to solve the problems, so as to help the private enterprises grow more comprehensive and<br/>lasting.<br/>The author based on the basic theory of modern company management, combining the knowledge of enterprise management strategy, market economy knowledge, adopt the literature research, descriptive research, research and quantitative analysis research methods as the basis of the theory, and will be closely associated with the real problem, put forward the strong logical research methods and results, finally the author with private enterprises as the main case to clarify effective and reasonable enterprise compensation management system.<br/>This paper is not a single view of salary, reward, salary, shares, such as distribution, but to corporation long-term development of strategic goals as the macro starting point, to achieve the corporation to establish a modern salary management system for the micro foothold, and adopt a systematic analysis of design salary management system, so as to design a scientific and reasonable modern salary management system. On the basis of analyzing the basic situation of the private enterprise salary system and analyzing the causes, the paper from the perspective of a scientific and reasonable wage distribution system. approach, By determining the meaning and objectives of a set of enterprise salary management system and the design of the salary raising system, the scientific and reasonable operation of the system is determined, Then, the feasibility of the system is determined through the division and evaluation and the division of post levels, proceed to the next step, Through the post salary model, post system, matching operation mechanism and other system product design to ensure the dynamic adjustment of the salary management system of private enterprises, And constantly respond to the internal environment change of private<br/>enterprises; at the same time, When the private enterprises formulate the enterprise salary distribution system, Nor should it be, that, once and for<br/>all, And instead, through the continued emergence of new problems, And make continuous adjustment; last, It is mainly pointed out that enterprises should clarify the strategic positioning of the enterprise salary, adhere to the market orientation, improve the performance management system, post and guidance price system, supporting basic management work, pay attention to employee welfare wishes and product design in line with the needs of employees and other matters needing attention, In order to achieve the construction goal of the salary management system, And to ensure that the private enterprise compensation management system design work is scientific and standardized, To ultimately enhance the core competitiveness of private enterprises.<br/>After this systematic thinking and design of enterprise compensation management system, can help the private enterprise human resources stand in the overall development of the macro perspective of distribution, the enterprise human resources management into the company's overall development trajectory, thus under the company's overall development strategy and value concept, make people and the company more fusion.<br/>The biggest innovation is that: after using the relevant performance management concept of Chinese companies to study the performance problems of Chinese companies, the performance model combining the<br/>comprehensive performance strategy and broadband performance. Auhtor's abstract."<br/> |