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Compensation management is the effective management of human resources management goals and organizational goals as a means.Wage is the core issue of human resources management and development, an important means of competition for talent is. Rational allocation and use of human resources remuneration of the management decisions. Good pay and management can help organizations to more effectively attract, motivate and retain employees, and thus play a role in improving the competitiveness of enterprises. In order to achieve fairness and efficiency of the core, the incentives and constraints in the market economy, compensation management, human resources management and development of top priority to meet the competition.How to design a science fair system of remuneration in the changing socio-economic environment and business management practices,effective, equitable economic compensation management decisions, in order to attract compensation management challenges facing the existence of and incentives for enterprise development talent.H company’s compensation management, diagnosis and optimization study issues related to this article.First, the background of the title of this article, the significance of the framework and methods.Second, compensation management, theory-based paper provides a theoretical foundation and the guiding ideology.Then, the introduction of H, working conditions, organizational structure and human resources on the basis of H’s salary management, in-depth analysis.Finally, a comprehensive understanding of H’s compensation management problems and causes, to propose a solution, in order to optimize the implementation of the compensation management and optimization. And a full range of various forms of compensation of employees and between enterprises, and create a win-win work environment, and ultimately effective pay management to promote the enhancement of core competitiveness of enterprises and enterprise strategic objectives.In the modern enterprise system, the pay system design is an important part of the eternal theme of enterprise reform. Remuneration system optimization, implementation and management is not just business and human resources department’s main task. Also all the staff should be of common concern, and to actively participate in the work.
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