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This paper examines the status of J remuneration to introduce human capital theory, theory of profit sharing, intellectual capital theory and efficient remuneration Remuneration theory basic theory, based on the analysis of the remuneration package of the wrong reasons, the use of case studies, classification research method , data analysis and other methods to examine how the compensation design. Remuneration package proposed optimization ideas and goals, follow the company's remuneration policy and principles of the premise, according to the scientific assessment of the company in key positions, staff capacity analysis and evaluation and assessment carried out in elaborate calculation of the costs and pay salaries cost control approach, the actual situation of the company for J pay grade, fixed salary, control, management and many other aspects in detail, optimal design of the existing remuneration packages. The first chapter introduces the research background papers and application of the basic theory. Chapter II, through the J's brief analysis of the status quo remuneration proposed J Company's existing remuneration package exists a lack of strategic planning compensation management, not for scientific job evaluation, salary level design is unreasonable, ineffective incentive pay and other issues . Chapter III, to address these issues, the author proposes remuneration package optimized building ideas and goals, and strategy-oriented principles, the principle of fairness, the principle of competition, incentive principles, economic principles, the principle of legality of these six principles guidance, combined with a brief analysis of the formation of market remuneration remuneration build optimization strategies. Chapter IV, into the central part of the remuneration of this building. Their processes generally include the following aspects: job analysis, job value assessment, staff competency assessment and positioning, pay structure design and implementation of remuneration systems. , The author details the remuneration package optimized design concrete steps. The first step for scientific job analysis and job evaluation, including the company's business processes J profiles, identification and analysis of key positions, preparation of job descriptions, key positions valuation tables, staff competency assessment and positioning. The second step on the salary budget and control of the company J are discussed, including the salary costs of different ways of calculating compensation cost control and different approaches. The third step combines elements of pay grade structure and salary structure of remuneration is determined by both the structure. The fourth step for J Company's own structural characteristics were graded for different levels of personnel with the fixed salary. Chapter V discusses the advantages of optimizing remuneration package and the implementation of protection.
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