Optimization Research Of G Company's Compensation System

Enterprises can not realize development without the help of human resource,especially in modern society,enterprises must attach more importance to the management of human resource if they hope to survive and become stronger under the circumstance of fierce competition.How to attract talent,keep talent and motivate talent become significant issues that every entrepreneur must face.G company is a small and medium-size private training school that focuses on IT training,it has more than ten years' history and is undergoing a fast-growing growing period.However,there are many problems arisen in compensation management,which result in low efficiency and high separation rate,these problems can not meet the demands of the company's development.This paper,in the beginning,introduces the background,organizational structure,layout of employees,constitution of employees as well as turnover status of G company,then carries out complete investigation and analysis on compensation system,compensation strategy,compensation pattern,compensation constitution,bonus and welfare through information retrieval,interview on key employees,questionnaire.After investigation,we find that G is very weak in human resource management and has many issues in the system of compensation management,which lead to high vacancy in key positions,high separation rate as well as other problems.This paper,through study advanced theories in compensation management from domestic and foreign countries,puts forward specific compensation optimization scheme in order to tackle main issues in compensation management.Firstly,reanalyzes and reevaluates posts which have high vacancy rate.Secondly,readjusts compensation strategy and redesigns compensation structure so as to better motivate and stabilize employees.Thirdly,improves welfare and gives more care to employees.At last,this paper proposes measures to ensure the implementation of the optimization scheme.