M Company's Broadband Compensation System Was Redesigned

In the traditional salary management system,the salary income is generally proportional to the level of the organization.In another way,a higher position means a higher salary.Such a system has the reality that new employees who have relatively low qualifications and positions,while making a significant contribution to the business,will be paid a low salary under such a system.On the contrary,the older employees who has higher positions and seniority,even without contributions will also receive substantial remuneration.More importantly,with the reduction of enterprise management level,departments,organizations,compression,staff cutting,internal decision-making level and the level of operation between the number of greatly reduced,staff promotion span and only a very few people could squezze into the high-level,greatly increasing the difficulty of promotion,Under the traditional salary system,it's difficult to play the incentive effect,and even seriously hinder the enthusiasm of employees.In order to o adapt the increasingly furious market competion and the intractable.internal and external work environment.Thus it's time to introduce to introduce a new compensation system to improve the re-promotion of the heavy duty incentive mechanism,the position and the actual performance combined to complete the organizational change.The broadband Salary system was created to meet the flat organizational structure.By re-combination of pay levels and salary range,lower pay levels,to expand the scope of salary changes.Break the traditional wage system of strict grade,pay attention to performance instead of position,realize the flexibility of organizational structure,and encourage employees to improve their personal skills,while the application of performance and pay two systems to effectively encourage and retain the core talent to create a fair and lasting good organization Atmosphere.The study takes M company as research object,including six chapters to design broadband pay system of M company again.The first chapter is introduction.Discusses the background and significance?the research situation?research content and method?technology roadmap of this study.The second chapter is reviewed about related theory.It is Mainly for the compensation theory,broadband compensation theory,broadband compensation applicable scope and the design process were summarized.The third chapter is present situation and problem analysis of M company.Include problems about compensation management in M company and feasibility analysis about broadband salary.The fourth chapter designs compensation system for M company.The fifth chapter is evaluation and implementation of broadband pay system.Analyze the advantages and disadvantages.The sixth chapter is research conclusion and prospect.The object of the research is to establish a salary system which suits features about company and is practical.Through this compensation system,can be beneficial to stim-ulation employees power,combine with employee and business interests,thereby en-hancing enterprise core competitiveness and sustainable development ability,training and retain the efficient high-energy human resources.The broadband compensation system research alsohas a guide and reference for domestic similar enterprise.