The Research On Compensation System Optimization Of Shenzhen Wan Xing Technology Corporate

Human resource management is the important support to realize enterprise development strategy. With the transition from traditional personnel management to human resource management, the job analysis, human resource planning, recruitment, performance appraisal, salary, benefits, training, and development and employee relationship management of the enterprise is becoming more and more normative and perfect.Shenzhen Wan Xing information technology co., LTD is a high-tech enterprise based on the independent brand and providing market leading App applications to all the global consumers. Its users spread more than 200 countries and regions all over the world. It grows at a compound growth rate of high-speed for many years. As a typical high-tech enterprise, how to focus on researching and improving compensation management of Wan Xing Company, exploring a set of suitable salary system for modern enterprise development, designing a set of internal equitable, external competitive, scientific, rational, long-term incentive compensation system has important theoretical and practical significance.The author research and explore the modern enterprise salary system and basic theory study according to the actual situation of Wan Xing Company. We found the deficiency of existing compensation system in Wan Xing Company through extensive research and deeply analyze the reasons. The problems mainly are that salary system is not perfect, compensation standards lack fairness, compensation system lack incentive, compensation system lack attraction, compensation level lack attraction, and employee salary program satisfaction is low. The thesis analyses the reasons in depth. On the basis of this, the thesis determines the compensation system optimization design ideas and optimization scheme of Wan Xing Company.We design the compensation broadband, optimized compensation structure, adjusted welfare system; formal procedures of the salary increase, and then compare the compensation costs. The optimized compensation cost increase about 8% than existing. The compensation cost reaches the expected goal. To ensure the smooth implementation of the new compensation system, this thesis also analyzes the resistance that the new pay system may face in the process of implementation, and put forward the countermeasures in order to guarantee the success of the new salary system implementation. It can help Wan Xing Company to absorb talents, train talents, make good use of talent, retain talent, reduce the turnover rate of knowledge workers, and lay a foundation for the realization of enterprise strategic target.According to the author’s work experience in the high-tech industry, combining the theory of MBA knowledge study, theory with practice, the article is to develop feasible salary incentive strategies and safeguard measures. It will possess practical guiding significance to Wan Xing Company and we also hope that it can provide some reference to knowledge staff management of other intelligence intensive enterprise and incentive in our country.