Compensation System Optimization Design Of ZG Company

The compensation system is a very important part of the whole human resource management system,the establishment of compensation system for any one company,has a pivotal role,it directly affects the status of the future development of company and attraction of talent and company's strength.How to establish an efficient,scientific and fair compensation system is also a problem for every company.Each company should be design a compensation system that meets the development requirements of the company according to its own actual situation.Not only to consistent strategic goals of company,but also give full consideration to the enterprise culture,fairness,efficiency and other factors.The effective compensation incentive can make the employee benefit and the enterprise operation achievement connect together,it will help the enterprise achieve the strategic goal and guarantees the enterprise's sustainable development.This paper use the domestic and foreign famous compensation management theory,combine with literature research method,questionnaire survey method and interview method.Through investigation and research,We fully understand the current salary management system,compensation structure,and so on.After a survey of employee satisfaction surveys and the same industry pay level,the results of the investigation have been statistically determined that there is a problem: First,Low pay and lack of external competitiveness.The Second,The compensation structure is unreasonable,the hierarchy of posts is not scientific enough,and the compensation system lacks fairness.Third,The pay is a lack of originality,it is difficult to meet the needs of staff diversity and individuality.Fourth,The salary change mechanism is not perfect,the employee salary change is not clear.For the problem,this article has presented an optimization plan.After determining the compensation strategy,the job analysis and post evaluation,the employees of different levels and positions are determined to determine different compensation levels.We follow the principle of "starting salary,salary and change".We adjust and optimize the compensation structure and improve the company's welfare and bonus system.Based on the performance appraisal results as the basis for individual performance and individual bonus.On This paper,We Change the annual salary,combine the post level with the seniority,Increase welfare programs,establish rewards and punishment mechanisms,and increase the form of non-monetary payment.I hope this optimization scheme will give full play to the incentive effect of the compensation system.When the company's compensation system is optimized again,We will give full consideration to the actual situation of the company and optimize the design according to the design principle.The new compensation system aims to improve the satisfaction of employees,eliminate the unfairness,maximize the attraction and retention of talents,and enhance the competitiveness of the company.