Research On The Optimization Design Of The Salary System Of WT Biotechnology Limited Company

Salary is one of the key factors that affect employee satisfaction, and the reward system plays an important role in the development of the enterprise. For enterprises, the compensation system is one of the important points of the human resource strategy and development strategy, the compensation system is the core of the human resources management system. For employees, the reasonable salary system has a direct impact on the life, motivation and development of employees.This paper analyzes the status quo of WT company's compensation system. Design the salary satisfaction questionnaire and carries on the investigation, the results of the analysis show that, the WT Company's salary system exists the following problems: salary level does not have the market competitiveness and pay level positioning is not reasonable,compensation strategy single. The salary system is clear, reasonable, fair and normative, etc..Compensation structure is unreasonable, but the design of the remuneration, and the design of the benefits of the project, can not meet the needs of the staff diversity. The proportion of the compensation element is unreasonable, the proportion of the fixed salary is too high, the floating salary is too low, which leads to the salary rigidity is too strong, and the incentive effect is lost. The existence of these problems are mainly caused by the following reasons: the influencing factors of the compensation is more complex, the management did not have the courage to change, challenges facing the management goal of the salary, the salary management without fixed paradigm thus cannot imitate learning.This paper puts forward the scheme of the optimal design of the compensation system of WT company. WT Company compensation system optimization design, adhere to this philosophy: Based on post value, based on employee performance and based on personal ability while adhering to such principles: external balance principle, internal equilibrium principles and individual equilibrium principle, and according to carry out salary survey, job analysis, the implementation of job evaluation, determine the compensation strategy, clear salary level and determine the salary structure of ideas are.Adhere to such compensation strategy: the strategy of salary structure should be taken to stabilize the main, also stressed that the incentive model. At the same time, according to post content to the level of take different incentive degree, the technique content is high, the degree of incentive higher and higher. For the pay combination strategy, because of the difference between the different job positions, WT company should adopt the combination proportion strategy.In adherence to the principles of systematic, dynamic, job analysis and analysis for the main information of the powers and responsibilities of the basic information of each post,setting up the position of purpose, responsibilities and work content, post, and working relationship, job qualifications, job condition and post need to use the equipment and tools,Labor intensity and work full level, work characteristics, career development path and the investigation of the proposed personnel and other content, and the preparation of the job description.On this basis, the factor score method is used to carry out the post evaluation. The factors of job evaluation, such as labor responsibility, labor intensity, labor skill, labor environment,social psychology and so on, have designed the weight index and formed the position evaluation form of the company. The results of the evaluation will be the basis for determining the relative value of each position, and the main reference of the compensation system.Next, determine the WT Company's salary level, the WT Company is a high-tech company, limited company of science and technology talents in the market is relatively scarce,often by other companies to poach, and according to the previous analysis, WT Company's current salary level is low, is not conducive to retain the excellent talent, so the new salary system should take the lead in the market salary level strategies.Design of the WT Company's salary structure, because there is a great difference between different departments, in accordance with the principle of making a concrete analysis of concrete problems are designed the salary structure of the senior management personnel,management personnel, sales personnel, R & D and production staff.This paper studies the security measures of the implementation of the compensation system of WT company. This mainly includes: the establishment of matching performance appraisal system, establish corresponding incentive mechanism, establish multivariate salary sequence and channel, pay more attention to the influence of new legal environment of compensation management, establish dynamic salary adjustment mechanism.