A Compensation Improvement Plan For Distance Education Company XZ

XZ,an online education company,is a privately-run enterprise in the initial stage of Internet companies.The scale of the company is gradually expanding.This article is based on the author's work experience in the company,and observed that although the company is favored by capital,the employee satisfaction is relatively low and the turnover rate is higher than the industry average.Therefore,this article refers to XZ company as an example,mainly analyzes the status quo and problems of the online education company's salary management during the period of entrepreneurship,combines the relevant theories and methods of the salary system design,and follows a certain process of the salary system design to develop a set for the online education company XZ.It is suitable for the development of the company and the feasibility of the design of the compensation system.This article is divided into six chapter and the first chapter is the introduction,which discusses the purpose and significance of this article and the development trend of the online education industry.The second chapter is the review of theory and literature,which is mainly based on combing domestic and foreign literature,as well as the theory applicable to salary incentives.The third chapter focuses on the current status of online education company XZ,interviews wih employees,salary satisfaction surveys,and other field surveys.It combines the current status of XZ's compensation system with the problems existing in XZ's current compensation system and the causes of the problems.The fourth chapter puts forward the corresponding optimization plan based on the existing problems of the XZ company's current salary system,effectively solves the internal fairness problem of XZ company,and takes performance as the system,making the company's compensation system more reasonable and suitable for the company's strategic development.The fifth chapter puts forward the implementation plan and principle of the optimized compensation system.Based on the actual situation,it puts forward effective plans and recommendations based on the actual situation of the company.Finally,in the conclusion of Chapter 6,we consider the deficiencies in research and the direction of follow-up research.