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Remuneration is the most important incentives to join a scientific and reasonable salary system not only can fully tap potential employees , so that employees more active and take the initiative to work , improve enterprise efficiency, but also to retain existing outstanding employees and attract external talents optimize enterprise personnel structure , to keep talent competitive advantage . Therefore , how to design a set of scientific enterprise , the pay system to meet the business development strategy , corporate human resources management is increasingly becoming an important issue . To Railcom L branch study , the use of the modern concept of compensation management company's existing pay system to improve the design , set up a \qualities the (Personal Caperbility) dimension composite pay system . Firstly related pay theoretical review and summarize ; followed the existing salary system of of Railcom L branch diagnostic analysis of the problems of the existing pay system ; then , the use of modern remuneration design theory , proposed remuneration system to improve the overall goal of the design , and design process in accordance with the remuneration , mainly from four aspects of salary, performance pay, allowances , benefits and bonuses of of Railcom L branch remuneration system improvement design ; Finally, for the protection of the remuneration system can effective implementation of the safeguards implemented by the remuneration package .
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