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Abstract
In the management of modern enterprises, the human resources of enterprises is its strategic resources, for the development of enterprises, has a very important role, and in the management of human resources, a very important part of the pay system. The core goal of the enterprise to establish the pay system is to be able to guide the work motive of the employee so that it can meet the established goals of the organization and satisfy its own needs so that the value of the organization can be realized and Satisfaction, and then let the enthusiasm of the staff can be fully mobilized, so that the creativity of employees can be fully play, so that employees and the value of the enterprise can be better achieved, and promote each other. Salary directly shows the extent to which the enterprise is paid for the employee's pay, and it also reflects the employee's ability to a certain extent, which reflects the employee's responsibility and so on. Then in our country, in the practical application of the salary system of furniture enterprises, there are many problems. Based on the theory of salary management and the theory of employee satisfaction, this paper chooses the specific research object A home company as the research object, and uses the investigation of the salary satisfaction of its employees to understand the current problems in salary management. Based on the survey results, targeted to improve the pay system to improve their recommendations.
First, the company in the human resources management, there are many problems, such as human resources management staff professional ability is low; no work analysis; recruitment, training is not standardized; lack of performance appraisal system; lack of necessary incentive system through questionnaire Also found that A company employees for the overall satisfaction of the pay at a low level. This is reflected to a certain extent, A company for the remuneration system reform is necessary.
Secondly, through in-depth research and analysis, it is found that there are certain problems in the salary system, salary level and salary structure of the Company. In the aspect of the compensation system, the performance of the salary system is insufficient; the salary system is poorly implemented; There is a lack of system content. In the aspect of the pay level, the employee's satisfaction with the competitive level of the enterprise is very low. For a company, the general staff loss can also be used to make up for recruiting, but for the key positions of technical personnel and the core management personnel, it is difficult to make up, and then the adverse impact on the development of enterprises In the pay structure, The design of the pay level is unreasonable. Welfare measures show a single state.
Finally, this paper puts forward some suggestions on the improvement of the salary system of the Company from three aspects: salary level, salary orientation and salary structure. At the same time, in order to ensure the smooth progress of the remuneration system reform, but also from the concept level, organizational level, institutional level and cultural aspects of these four aspects of protection measures.
Keywords: salary; salary system; home company; incentive 
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