Modernization of business brings increasing needs for good management of human resources management. When it comes to human resources in this context, the key word is motivation because it helps the modern manager manage his company and brings out the best from human resources to achieve the ultimate goal of the company. The compensation system is considered a direct link between employee motivation and company success. In addition to basic compensation for work, i.e. salary, employees need something more. The rapid growth of the selected media company led to a large number of employees and the need to develop a human resources management and compensation management system. Following world trends and implementing its own knowledge and experience, the human resources department builds internal systems at high speed to facilitate administrative and managerial tasks for management and employees. In addition to the rapid growth of the company, the implementation of new human resources systems, the company also needs to better understand the remuneration of employees, and therefore this thesis will explore the possibilities of implementing a new compensation management system in a selected media company. For this purpose, in addition to theoretical research, an interview was conducted with the head of the human resources department in the selected media company and six interviews with human resources experts from other branches in order to compare opinions and systems and to more easily find the appropriate system for the selected company. The research showed that media companies differ significantly in human resource management and compensation due to work dynamics and areas of activity. The selected media company has an extremely poorly developed compensation management system, and it was emphasized that, in general, rewards in media companies must be diverse, material and non-material. Despite the variety of rewards, all types of compensation must be transparent, timely and commensurate with the effort invested.