J Company Salary System Optimization Design And Research

Since the 19 th National Congress of the CPC,China’s economy has changed from high-speed growth to high-quality development.Private economy,as a new force of China’s national economy,should achieve high-quality development and achieve evergreen infrastructure.Under the impact of marketization,informatization and globalization,brand building,technological innovation and intelligent manufacturing are particularly important.And all of this depends on the human resources of the enterprise,or rather human capital.Human resources as an unparalleled core competitiveness of enterprises,its importance is self-evident.As the most core and important part of human resource management system,salary system has important strategic significance to enhance the cohesion of enterprises,promote the strategic landing of enterprises,enhance the external competitiveness and internal fairness of enterprises,and enhance the control of human cost.Milkovich,a famous American salary management expert,believes that salary plays an important role in human resources management,that is,leadership,support and reform incentives.J company is a private car production enterprise.The enterprise always regards scientific and technological innovation as the core competitiveness,guided by scientific and technological innovation,and implements the project-driven strategy.After more than ten years of development,it has become the leading enterprise in the region.Due to the lack of more standardized and scientific standards,tools and methods of salary management system,the turnover rate of employees has increased,the mobility of technical staff is strong,and the instability of key personnel in core positions has obviously hindered the development of the company.Based on the analysis of the current situation of salary management in J company,this paper investigates the satisfaction of salary,and optimizes the salary system of J company by using the relevant theoretical results of salary system design,so as to attract,make good use of,motivate and retain reasonable salary,so as to provide personnel for the realization of strategic landing and vision of the company.Force resources support and protection.In this paper,J company’s existing salary system as the research object,based on the company strategy,post value analysis on the basis of J company’s salary system has been optimized and redesigned.This paper is divided into five chapters: the first chapter is the introduction,elaborates the content and significance of the study,and summarizes the research status and results at home and abroad,while expounding the concept of compensation and compensation management,compensation management related theories and types of compensation system;the second chapter is the analysis of the current situation of J enterprise salary,a detailed introduction to J enterprise.The development history,organizational structure,personnel composition,management status and salary composition of the industry,through interviews,questionnaires and other ways in-depth analysis of J enterprise salary system status and problems;the third chapter is based on the goal of salary improvement,principles and ideas,the company’s salary system is optimized and redesigned,and for no The fourth chapter is the implementation of the new program safeguards;the fifth chapter is the conclusion,thinking about the shortcomings of this article,put forward the direction of continuous improvement and development.