In a market economy, encouraging the largest number of material incentives, mainly through the price mechanism to achieve this. Although still need to encourage the spirit, but in today's social conditions, material incentives more effective and universal. Salary System embodies the organization of the material incentive staff, but will also attract, retain, inspired and organized by the human resources needs. Therefore, the incentive is the pay system is to organize incentive mechanisms at the core. Pay money is the main form of materialization, money can motivate staff does not depend on money itself, and managers is how to use the money. Welfare incentive is the incentive pay an effective complement to the main wage pay (including allowances), bonuses and benefits constitute a large three. Pay staff salaries (including benefits) basic hourly wage position piecework wages for overtime pay allowances performance bonuses Award Prize Award overtime conservation award bonus dividend of other welfare benefits personal life and welfare benefits paid holiday pay and other development opportunities generally individuals or team or working with the workers on the amount of labor groups linked to the labor remuneration, whether cash or non-cash payment, it will have a strong purpose. And welfare is the individual workers and quantity of work or labor groups linked to the volume, each person has the right to enjoy. Some are for everyone, such as a free lunch; Some may be of benefit, such as gym or sports facilities, Sports enthusiasts may be the only people who can enjoy, but also to repeat or lifelong enjoyment of the properties, such as swimming pools, If personal liking, they can enjoy perennial, there are no restrictions. Although the pay and benefits are obvious differences between them, but sometimes the dividing line between the two is relatively obscure, but the two can be transformed into each other. If the employee housing in the planned economic system under which enterprises have been used as a distribution of benefits for everyone, It does not work with individuals linked to the volume, if it reaches a certain age, we queue, each person will receive a housing. Implementation of a market economy system, with the commercialization of housing, money and housing benefits to wages conversion not only to include wages, the abolition of welfare housing, the purchase unified approach. In traditional pay strategy, enterprises pay system three components of the basic salary, Variable pay salaries and overhead were evident in the following several aspects : 1, the basic salary. In traditional pay strategy, the basic salaries of the employees of a company acquired most of remuneration, and the determining factor will depend largely on three things : the staff are engaged in specific tasks; within the organization to maintain staff salaries fairness needs; on the market, industry or region compared to other employers, pay competitive salaries needs. Which specific work is to decide the value of staff remuneration levels of the most critical factors, and the value of work is usually counted by law job evaluation methods to complete. In traditional pay strategy, enterprises tend to the basic pay divided into very small number of more grades to meet staff within the enterprise to upgrade the post and the need to get a pay rise. Therefore, in this salary guide, the staff is a major concern of the upgrading, rather than skills growth, Even the skills involved in the issue to the staff are often only the skills required for jobs growth instead of the wide range of skills growth. For those we think it is very important for those personal capacity inherent characteristics (flexibility, Practice with the judgment of others and the ability to cooperate) is not paid, This remuneration strategy disclosed is an implied contract, as long as you do a good job in a down-to-earth work. We will take good care of you. 2, a rise in wages. As the traditional compensation strategies, the basic salaries of employees in the overall pay income occupy a very large proportion, so in the first set of basic pay, the basic salary increase for the employees it is particularly important. Traditionally, the basic salaries of the staff growth mainly depends on the promotion, merit pay or cost of living increase. Although the latter two basic pay increase is based on an entirely different, but the traditional pay system, the line between the two has become increasingly blurred. Particularly in the enterprise budget for the pay level is not high. Performance wage levels may be more than just the cost of living pay increase a little bit higher, so that the meaning of performance incentives has been weakened, employees will gradually increase performance is also seen as a cost of living pay increase as the same natural rights, without consideration of personal or organizational performance can reach the level of pay level. 3, variable pay, bonuses. In many traditional American businesses, In addition to the senior management and sales departments of who is eligible for the bonus or uncertainty in the annual bonus scheme Most other people could get only the basic wage, plus performance pay and the cost of living pay increase. In fact, this strategy is the traditional pay of the most important characteristics. In China, under the planned economic system and basically abolished the bonus system, the reform and opening up policy, Although many firms have implemented a floating wages or performance pay scheme, but due to the implementation of performance management, Performance wage is often evolve into a form for the employees, They also such floating wages or performance of their wages as a vested right, instead of a real performance incentives or enterprises with a risk-sharing compensation. Pay welfare system is an important component part of the staff of indirect remuneration. Along with economic development, inter-organizational competition intensifies, the benefits of popular than high salaries to make them more effective in motivating staff. Paid only short-term human resources market reflect the supply-demand relations, and the benefits are reflected on the organization's long-term commitment to staff, It is precisely because the benefits of this unique role and the many diverse organizations in the pursuit of long-term development staff, recognize the benefits rather than merely paid from a global perspective, the salary management practice, an increasingly prominent issue, Throughout the welfare system pay an increasingly large percentage of the organization as a huge expenditure. From the international perspective, the benefits of their staff and the additional subsidies mainly in the developed after World War II, initially modest, development is quite slow, but the employers have become an important cost item, and the right employees has become an important source of value : for child care, health care, tuition reimbursement and flexible spending accounts cost a considerable number of enterprises in the country. According to the statistics, as of now, some Western developed countries and the welfare of the wage ratio is close to 1:1. and wage developments. Western birth known as a "cafeteria-style benefits" on the system design to meet the needs of diverse staff, welfare to maximize effectiveness. This design system is the principle of the staff as customers, allow employees to freely choose their own can have the greatest effectiveness of the welfare projects, this will enable employees of enterprises have a strong sense of belonging, and this flexibility, a more flexible approach manageable, to strengthen the management of welfare costs. However, in the past there was a major problem is that many enterprises in the welfare Hualebushaojian. However, such expenses do not pay as an important component of view, never seriously studied and analyzed how the benefits of the company's human resources management objectives and the strategic objectives of the company, The result of the welfare enterprises spend much money, but played the effect is not clear. Therefore, reasonably appropriate incentive pay and benefits can effectively strengthen and enhance organizational staff and the enthusiasm to the organization's loyalty , which is first and foremost to meet the needs and demands. Maslow's hierarchy of needs theory, including the three areas. First, he put a variety of human needs, from top to bottom according to their degree of interdependence between the summarized physiological needs, security needs, social needs, the need to respect and self-fulfillment needs of five levels, which constitute five levels of the human system needs. Secondly, Maslow believes that the needs of the structure, not only levels, but also with incremental, dominant, Differences and exceptional nature. Finally, he made a self-fulfillment has the features, including an understanding with ourselves and others and the natural ability, establish good relations among the people, the reality that there are strong feelings, and reality and to establish harmonious relations can continue to enjoy the new life, to independence, from the cultural and environmental constraints and creative ability, with a democratic character structure, with amazing incredible experience -- the peak experience, the eternal and sacred things, such as the 1 4 Feature. Therefore, a good salary and benefits. for enterprises not to increase the cost of too many cases to raise the salaries of the staff satisfaction, This is the majority of enterprises are willing to do, the key is from the reality of the enterprise, to find suitable and innovative design.