Research On The Optimization Of The Compensation System Of C Family Business

In recent years,the salary system of private enterprises is becoming the bottleneck of the rapid development of private enterprises.The serious brain drain is the concrete embodiment of the imperfect salary system of family private enterprises.At the same time,it is also the cause of the imperfect salary system.How to motivate the employees to work efficiently,how to retain and attract high-quality talents has become an urgent problem for the sustainable development of small and medium-sized private enterprises in China.Therefore,it is of great significance for enterprises to establish and improve the salary system suitable for their self-development in order to retain talents and sustainable development.This paper takes the compensation system of family group,which accounts for a large proportion in the private economy,as the research object.First,based on the theoretical research,this paper introduces the definition of family private enterprise salary,salary system and other concepts;secondly,from the perspective of family business,this paper takes family business company C as the research object and passes 274 In this paper,the current situation of C company's salary system is thoroughly understood by questionnaire survey,the problems existing in the salary system implemented by C company are analyzed,and the reasons are analyzed;the salary system of C company is optimized again,and finally,according to JB The research on the compensation system of private groups puts forward the measures to optimize the compensation system of family private enterprises,hoping to play a positive role in the relevant enterprises of our country.This paper can be divided into six parts: the first part is the introduction.It mainly expounds the research background,significance of the Research Institute,relevant research achievements of domestic and foreign scholars in this field,as well as the main content and specific research methods of this research.The second part is related concepts and theories.Mainly on the concepts involved in this study and the theoretical basis used to elaborate,such as compensation,compensation system,family business,comprehensive compensation theory,equity theory.The third part is the analysis of current situation and problems.This paper mainly analyzes the current situation of C company's salary system,the problems existing in the salary system and the causes of the problems.The fourth part is the optimization design.In view of the problems and causes in the current compensation system of company C,the paper uses the equity theory to optimize the design,mainly from the three parts of goal setting,optimization design ideas and optimization design scheme.The fifth part is the safeguard measures.From three aspects of system,organization and culture,C company's salary system optimization program can be implemented smoothly.The sixth part is the conclusion.The conclusion of this paper is summarized and the conclusion of this paper is drawn.Through the methods of inquiry,field investigation and horizontal comparison,it is found that there are some problems in C company's salary system,such as the overall low income of employees in the production department and technical department,the internal unfairness of the salary system,and the incentive mechanism in the salary management,etc.In this paper,the compensation system of C company is optimized and the solutions are put forward: establishing the compensation optimization leading group,improving the compensation management system,strengthening the publicity,etc.,hoping to provide reference for the formulation and redesign of the compensation system of private companies in China.