A Training Company's Compensation System Optimization Research

With the rapid emergence of domestic Internet training companies,the competitive intensity of Internet training market is increasing day by day.In this paper,the salary satisfaction of three types of employees(administrators,training lecturers and business promoters)is carried out in the field research of A training company.Conclusion shows that the company staff to the existing compensation system of overall satisfaction is not high,including unreasonable salary structure,fixed salary design science,wage performance from a lack of scientific nature and the fairness,the welfare system is not perfect and so on.The reason points to the management concept of compensation management,the roughness of salary design process,the issue of performance appraisal and the importance of the company's welfare protection.The current compensation system presents a situation of inadequate guarantee and poor incentive effect for employees.In this article,through comprehensive literature research,questionnaire survey,interviews and other research methods,aiming at the existing problem of A training company current compensation system for the targeted improvement,design can meet the demand of employees,and more without causing large enterprise cost pressure compensation system.The specific results are as follows:Firstly,complete salary design preparation.By carrying out the post evaluation activity,this paper calculates the scores of each job value of A training company.Through salary survey and salary positioning,the salary level of the Internet education training industry in xi 'an was obtained,and the combination of the two was to determine the direction of adjustment of the compensation for the three major series and all levels of the company.Secondly,in a fixed salary design,the introduction of "more than a duty paid" mode,design better post wage system,the number of gear shift factors and the reasonable design,different levels of amount of gear,finally complete fixed salary system design.Thirdly,on performance-related pay to design,the performance salary is further subdivided into basic performance wage and awarding merit pay,and the key to select training lecturer evaluation indices,according to the results of the appraisal set some bonus coefficient of performance,implement long-term incentives for good employees,implement performance pay "science evaluation,work more.Finally,it adopts the menu type welfare mode to optimize the internal welfare system of the company to meet the individual needs of the company's knowledge-based employees.For A training company,this paper designed A optimization of the compensation system,improve the compensation system of fairness and rationality and scientific nature,which can attract talent flow,and can improve the existing staff team,especially good employee satisfaction and loyalty,so as to help A training company to build A strong stability of high performance staff team,to ensure the company the advantage position in market competition,to help enterprises build core competence.