HR professionals from the perspective of how to solve organizational goals to reach trails or process issues. This is what we want to talk about salaries design process structural problem. Perhaps the same problems exist in other areas of human resources, human resources practice in the end what is fundamental, it from the human resources practice itself, or from the people to solve the problem themselves, the structure is fundamental to solving the problem. From the design of the pay level, is the first strategic issues is to address what kind of problems look forward to the future in the practice of human resources management process salaries reached the goal. Maybe this is the organization of investment, general manager of the company to consider the matter. Secondly, as a human resources practitioners, more of the total technical perspective to prove the implementation of these strategic objectives of the possibility and feasibility. Furthermore organizations pay for human resources management; This involves pay management skills and the implementation of the issue. Whether the design of the pay or other human resources activities, we must address structural problems, Based on the structure to solve the problem in practice, if a structure is a mistake to begin or biased, Just as we built the house, the framework is wrong, no matter how you repair or decoration of a house, after all, is a mirage. We can only be the final end, to defeat. Salary structure typically includes office model, and pay remuneration model strategy, it is common to pay model, management pay. First, the model is based on the duties human resource practice on the basis of the national level, immediate, level, Based on rank and job specification system qualification system; establish market-based organizations duties relative value of the act. In the practice of human resources activities, we have to define the post of national, direct, grade, rank, and other categories. And how to establish them, for example, how the level and division level, how the category, and what kind of professional use technology to solve this problem ... organizations operating posture, organizations stage of development, activities, Organization duties size, technological complexity, the job analysis approach job evaluation methods so duties will affect model results. In the course of human resources practitioners how to choose professional and technical support to pay your design intent or strategies are, it is human resources practice an issue that must be addressed, This process will be professional capability and experience of a process of interaction, dispensable. Secondly, the general salary structure model can be divided into remuneration strategy pay directly and indirectly pay, non-pay material. Pay model and strategy is resolved organizations pay strategy, technical architecture and the results-oriented pay design. concrete manifestation of human resources for the organization of individuals, organizations, social distribution between the value of the basic forms used, as well as professional and technical problems. Pay model is based on job evaluation, duties on the basis of the model, Each office of the Organization for the basic market value of the market for the process. This time, we must address the basic organization of a general strategy can be divided into salaries, leading type-lagged, follow the three basic types. According to the actual operation of the Organization posture, and internal target was the pursuit of the importance to choose the order of the different groups pay strategy or a combination of a variety of ways. Pay in terms of human resources practice design standpoint, we might have to pay to resolve some of the fundamental values -- a fixed salary, Based on job evaluation or other job evaluation methods derived from the Organization duties relative value basic, According essential part of the system to establish the value of the performance pay system and the long-term incentive system; Only in this way will it be possible to build a three-dimensional model of the salary structure. Human resources practice to design pay from multi-directional, multi-angle, Multi-module system solutions organizations pay strategic objectives expectations, routing problem. Again, the pay model, the annual salary bargaining system, functions wage system, the project system and piece-rate system, commission / deduct a percentage system. This time, we need to be established for each type of job the pay model, establishing their monthly salary, annual salary, performance pay, long-term incentive earnings ratios, payment method. Determine performance pay, fixed wages and incentives such as the ratio between wages. Pay identified various branches and the total calculation methods, standards. Finally, pay administration. Performance management pay more for the right to control the cost, the overall level of remuneration forecast. To establish a system of enforcement. Pay for the day-to-day operations of the System Monitor. As a human resource practice, possibly more often in accordance with the intent of senior organizations, the value of the intent of the distribution system from the technical point of view to solve the technical structure of pay, and pay reasonable, effectiveness, fairness, incentive, cost issues. If we, as an HR staff can not handle well on the field of professional technical architecture building, So to solve the problem is only treating the symptoms but not the disease; With experience in dealing with emotional problems, In essence has been unable to solve the problem on the system. Pay design is professional competence and practical experience, the combination of the two is dispensable. Professional ability to solve the problem of structure and methodology to solve the problem, practical experience to provide the most efficient path, avoiding the risk of cognitive ...