Abstract With the continuous development of market economy, traditional compensation model has been unable to meet the needs of employees can not meet the requirements of enterprise development. How to effectively motivate, attract and retain corporate middle managers is to ensure that the key to sustained and rapid development. Self-model overall pay as a new remuneration model, to a certain extent, it can change the drawbacks of traditional salary model produced. This paper analyzes the shortcomings of the traditional pay model for self-application advantages in overall remuneration of middle managers incentives are discussed, and the implementation process should pay attention to the problem of a brief analysis.
Paper Keywords: Self-overall remuneration, corporate middle managers, incentive pay application 1. The traditional mode drawbacks 2005, in the traditional salary pattern background, China Human Resources Network on Chinese Enterprises middle managers on remuneration satisfaction did a survey showed that middle managers participated in the survey, 90% are not satisfied with their current salary. Thus, the traditional compensation model can not meet the needs of middle managers, there are many drawbacks of its own.
1.1 Remuneration way more single model is based on the traditional salary jobs, jobs and internal balance compensation payments, we decided to pay relatively simple elements, mainly by salary, benefits, allowances, bonus and other five parts. Generally money mainly in the form of wages paid to employees of enterprises, rarely other forms of remuneration or consideration of the company's employees and other needs in the areas of promotion and training Accordingly, in this mode of remuneration, employees enthusiasm is often not high, efficiency is relatively low, seriously affecting the development of the efficiency of enterprises.
1.2 payroll unreasonable levels in the traditional pay model, the enterprise paid for staff salaries, often in terms of unity, and not according to individual differences in the efficiency and capacity to work with a reasonable allocation of wages.
2. Self-total compensation in middle management incentive application advantages Self-pay is an enterprise as a whole on the basis of full participation by employees, each employee to establish different pay system combinations, and regularly with their interests and needs , and make the appropriate adjustments.
2.1 Self-pay to meet the overall needs of middle managers in non-cash self-service model is no longer limited to the overall pay cash incentive compensation, increased incentives, and focus on staff development opportunities for promotion and other non-material aspects, psychological factors concern employees and quality of life, pay attention to happiness and family harmony, good health. This means that middle managers can not only get a cash reward, you can also get other non-cash compensation according to their own choice.
2.2 Self-pay the whole application can effectively improve the efficiency of middle managers on the one hand, behind this pay system, a kind of hidden compensation philosophy that performance-based remuneration must; on the other hand, self-service total compensation mode can effectively meet the needs of middle managers, so as to form a cooperative, mutually beneficial and win-win mode between middle-level managers and employers.
2.3 Self-pay the whole application can better attract and retain talented, self-catering overall remuneration in the enterprise applications can give better play to the middle managers of self-worth. This is the survival and development are of great significance for business management and other employees as well as to improve incentives and career development for middle managers their quality under certain circumstances. It can improve the corporate middle managers of enterprises recognized for enterprises to bring good business reputation, which can help companies attract talent and retain more talent.
2.4 Self-pay the whole application can create a fair and harmonious atmosphere for the whole self-pay is a fair and reasonable remuneration package mode. This model against on pay 'one size fits all' situation corporate middle managers, but focused more on individual development and value. In the self-service total compensation mode, the ability to work and corporate middle managers contribution to the enterprise is a key factor remuneration. Business management thesis enterprise paying wages, no longer just in middle management positions as a standard, but more emphasis on individual contribution to corporate middle managers. Application of this salary management model can create a fair and harmonious atmosphere within the enterprise, and promote the healthy development of enterprises. To better improve the management system and create positive corporate culture and so provides a great help.
3. The emergence of enterprise application Buffet total compensation model should pay attention to the problem of self-service total compensation model to some extent, it has greatly promoted the reform of compensation system. Self-pay mode in overall corporate America has been widely used, and has played an active role in many enterprise development process. It can effectively attract talent and retain qualified personnel, so as to promote long-term development. However, due to differences between Eastern and Western cultures and a variety of environments, Chinese enterprises to introduce self-service as a whole to pay it should be a gradual process. Enterprise Application Self-total compensation model should pay attention to many problems.
3.1 companies should consider self-conflict overall remuneration and Chinese traditional culture, Chinese traditional culture more emphasis on the overall interests of unity, accustomed to emphasize the collective is more important than the individual. The self-service mode then overall pay more attention to the value of the individual. Thus, both to some extent conflicting. Therefore, at the self-service total compensation process, companies should pay attention to coordinate the relationship between the two, such as the recognition of the reasonableness of individual employees' needs, rather then the development of enterprises to the detriment of employees to meet the individual needs of the expense to be recognized to confirm, guidance, respect for employees compensation system for individual needs incentives to play the importance of recognizing the needs of the individual should be within a reasonable range and can be met. At the same time, make full mental preparation, prepare for the future development path winding on.
3.2 companies should pay attention to the reform adopted gradual approach to reform, self-catering overall pay as a new remuneration model has not been widely recognized by domestic enterprises and employees and acceptance. Thus, the overall self-pay model in the development process, is bound to encounter some obstacles. In order to better promote the self-pay mode in the enterprise application and development of enterprises in the reform should adopt a more moderate, gradual approach to reform. Enterprises should be adopted within the scope of such a small salary of reform, according to the corresponding feedback in a timely manner to improve on some issues, so that the whole self-pay mode in China's enterprises gradually be promoted.
Conclusion Self-pay is a mutually beneficial and win-win overall compensation mode. Self-pay mode in overall corporate middle managers incentive application not only helps middle managers to maximize their value, but also can effectively improve operational efficiency. I believe in the near future, the overall self-pay model will replace the traditional pay model to promote the common development of enterprises and employees.
.  Gengyi Jun application of self-service total compensation in corporate middle managers Encouragement [J] Value Engineering, 2014, (32): 181-181,182.