Salary management has become the core link of company management in modern market economy. Whether a company can make good use of the means of salary incentive has a great influence on its competitiveness. Private enterprises in China are facing unprecedented opportunities and developing rapidly. The opening of the talent market makes it necessary for companies to carry out effective salary management to meet the material and spiritual needs of employees. Salary management has become an obstacle to the further development of private enterprises. Salary management is no longer a simple process of distributing salary to employees or improving salary level. If a company wants to maintain its competitiveness, it requires salary management to be an effective tool to maintain its competitiveness and establish an organization with employees.

Salary management has become an important part of enterprise management in contemporary market economy; The proper use of salary incentives will have a great impact on the competitiveness of the company. Private enterprises in China are facing unprecedented opportunities and are developing at a very fast speed. The open human resources market forces enterprises to implement effective salary management to meet the material and spiritual needs of employees, which has become an obstacle to the further development of private enterprises. Salary management is no longer a simple process of granting or increasing wages to employees; In order to maintain competitiveness, compensation management must become an effective tool for companies to maintain competitiveness and establish a community between organizations and employees.

On the basis of expounding the relevant theories of compensation management in Sanhe Company, this paper briefly introduces the general situation and present situation of compensation management in Sanhe Company. With the help of case study, observation and other research methods, this paper analyzes the problems existing in the salary management of Sanhe Company by using the salary management theory of Sanhe Company, such as unscientific salary design scheme, irregular salary system, unreasonable bonus distribution system, failure to effectively use internal salary, failure to establish a perfect performance appraisal system, imperfect welfare system in company salary management and lack of transparency in company salary management. This paper puts forward a clear investigation object and evaluation system to solve the problems existing in the company's salary management, so as to ensure the quality of salary planning, coordinate the relationship between salary and position, and establish a set of salary system.

Based on the relevant theories of company salary management, this paper briefly introduces the general situation and current situation of Sanhe Company, analyzes various problems existing in the salary management of Sanhe Company by using the research methods of case study and observation and the theory of salary management, such as unscientific salary design scheme, irregular salary system, unreasonable bonus distribution system, ineffective utilization of internal salary, lack of perfect performance-related assessment system and imperfect welfare system. The salary system lacks transparency, and these problems can be solved by clarifying the investigation object and evaluation system to ensure the quality of the salary plan, standardizing the salary system by coordinating the relationship between salary and position, and establishing an effective bonus system linked to performance.

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