Compensation System Optimization Design Of D Company

Compensation is the foundation for companies to attract,retain,and motivate talents.It is the most direct embodiment of the company's return on employee value creation,and it is also the key driving force and traction for improving the efficiency of production operations.This article takes D company as the research object,and after actual investigation,it is found that D company is faced with a huge risk of a single customer while gaining rapid development,and it urgently needs to shift to a market diversification strategy.However,under the existing compensation system of D Company,problems such as derailment of employees' salaries and market salaries,lack of tactics for compensation promotion,and neglected diversified employee needs have become increasingly prominent.The existing compensation system has been unable to effectively support the achievement of corporate business strategic goals.Corporate culture and values have played an active role in shaping and delivering,as well as attracting,retaining,and motivating talents.This has made the stability of the workforce difficult to maintain and has increasingly become an obstacle to the development and strategic transformation of D Company.In this context,this paper studies the compensation system of D Company.The paper first elaborated the research background and significance,and reviewed the research results of the construction of the compensation system at home and abroad.Secondly,on the basis of fully understanding the actual situation of D company's organizational structure,personnel,etc.,comprehensively using questionnaires,employee interviews,and statistical analysis methods to conduct a comprehensive diagnosis of the status quo of the D company's compensation system,in-depth analysis of D company's existing compensation system The problems existed,and the causes of the problems were analyzed.From the three aspects of compensation level,compensation structure,and compensation combination,the optimal design ideas for D company's compensation system were put forward,and finally an optimal design plan was formed.Finally,in order to ensure the smooth implementation of the optimized remuneration system of D Company,this paper proposes safeguard measures from the organizational level,system level,and propaganda and training level.