According to the "outline of the national talent development plan" issued by the State Council in 11th Five-Year and the requirements of the Ministry of labor and social security for vigorously promoting vocational education, the training of post management ability for the whole country is carried out in accordance with the relevant provisions of the national vocational education law, and a high-quality remuneration management professional team is established.

As a basic means to realize the rational allocation of human resources, salary plays a very important role in the development and management of human resources.

Since the promulgation of the labor law, the management system, organizational form and management mechanism of Chinese enterprises have undergone great changes. Great changes have taken place in the salary management of enterprises. However, due to the lack of standardized and professional training of compensation management professionals, the issue of salary management has not been solved scientifically and reasonably, and the phenomenon of labor disputes resulting from such an endless stream has become the most troublesome problem for enterprise leaders, which directly affects the development of enterprises.

Therefore, effectively reducing the cost of enterprise management, improving the level of remuneration management, using scientific salary management methods, giving full play to the incentive mechanism of salary management, absorbing eight party talents, maintaining the backbone of technology, improving efficiency and enhancing the efficiency of enterprises, have become a top priority issue in the management of remuneration of enterprises.

Ministry of labor and social security, China Employment Training Technology Guidance Center

Enrolment qualification

All of the following conditions are acceptable.

(1) those with high school education (including equivalent education) who have worked in this occupation for more than three years;

(two) having a college degree (including equivalent education) and working in this occupation for more than one year;

(three) having a university degree and working in this field;

(four) institutions of higher learning (graduating) are preparing to be engaged in this major.

(five) top management of remuneration management (general manager, Department Manager, personnel director, etc.)

(1) basic knowledge of salary and salary management;

(two) salary strategy and salary system;

(three) salary macro management policy;

(four) salary system and design;

(five) pay micro management practices;

(six) performance appraisal;

(seven) enterprise welfare system.