Changchun Jingyu Company's Salary System Development of The Status quo and Countermeasures
Abstract:China's national economy as an important force in the private enterprises, after 20 years of development has made tremendous achievements. China's private enterprises developed rapidly one of the important reasons is that, compared with the state-owned enterprises, private enterprises are relatively flexible salary system. On the one hand, this flexibility means that enterprises pay system compatible with the changes in the market, but on the other hand, implies a greater randomness. Practice has proved that if the entrepreneurs aware of the importance of human capital, enterprises can be established in line with the pay system, its viability on the strong contrary, it will lower the efficiency of the staff into the adverse environment. China's private enterprises in the pay system design and management of implementation, there are not many of the norms and unscientific, the performance pay system for the design of the main managers of the subjective personal disposable, and it is very arbitrary, can not meet the private enterprises Economic development of modern human resource needs, to a certain extent, not only can not guide the staff realized the value of re-creation, but also dampened the enthusiasm of the staff affected and hindered the development and expansion of private enterprises. Therefore, the pay system for timely review, grasp the pay system and, if necessary, adjusted accordingly, China's private enterprises is an inevitable requirement for sustainable development. In this paper, a representative of private enterprises as an example, the salaries of its management system developed to analyze the status quo and make the corresponding countermeasures. Key words:pay system,human capital,measures