Research On Optimization Of Q Company's Employee Compensation System

In recent years,China's catering industry has developing rapidly.The growth rate of catering income continues to be higher than the overall growth rate of retail sales of social consumer goods,which has not only become an important driver of consumption growth,but also promoted the rapid development of China's catering equipment manufacturing industry.However,since 2015,the catering equipment industry has been impacted by blind expansion in previous years,with severe overcapacity,rapid decline in product prices,and facing a rising period of consumption upgrade.In addition,the United States and the European Union's double anti-sanctions and investigations on China's catering equipment manufacturing industry have accelerated the reshuffle and integration.These reasons make it ever harder for many catering equipment manufacturing enterprises,small enterprises close down,and large enterprises are difficult to sustain.Under the condition that the entire industry is facing a severe winter,Q Company,as a member of professional catering equipment manufacturing enterprises with a large number of employees,under the current new situation,employees play a pivotal role in the transformation of the enterprise and they are of great significance whether the enterprise can achieve the goal of decreasing cost and increasing benefit.A scientific and reasonable salary system in line with the current reality has a very important strategic significance to attract and retain employees,mobilize their enthusiasm and creativity in their work,and enhance the competitive edge of enterprises.In this paper,based on the analysis and study of the current salary situation of Q company employees in Chongqing,we mainly investigate the salary satisfaction of the Q company employees by means of literature research,consulting the company system and archives of salary distribution,visiting and investigation,and questionnaire survey.Through the analysis of the characteristics of the investigation samples and the core issues of the questionnaire,it is found that there are some problems in Q company's salary system,such as opaque distribution system,excessive hierarchical differences,equal distribution among peers,lack of ability orientation,inadequate implementation of incentive system.After analyzing the problems existing in the salary system of Q company,this paper attempts to optimize the salary system of Q company from the perspective of system transparency,encouraging employees to participate,strictly implementing the hierarchical and classified assessment system,and inclining post and seniority salary to performance salary on the premise of taking into account both efficiency and fairness.In the optimization design of the salary system of Q company,first of all,on the basis of ensuring the feasibility and fully considering the legitimacy,strategy,competitiveness and incentive,taking into account the economy and fairness and the salary strategy of Q company,this paper makes job analysis and job evaluation of the employees,and puts forward the goals and basic ideas to be achieved in the design of the salary system of Q company.Then,it is proposed to optimize the salary system of Q Company from the following four aspects: transparency of the system,encouraging employees' participation,strictly implementing the three-level distribution system,taking into account both efficiency and fairness,and inclining post and seniority salary to performance salary.Finally,after completing the optimization design of the salary system of Q company,this paper proposes to improve the performance appraisal system,establish a good salary communication mechanism,and strengthen the incentive effect of relevant systems,in order to ensure that the optimized salary system can be implemented successfully.The purpose of this paper is to establish a salary system of efficiency in priority and fairness in consideration,so that employees' enthusiasm can be better exerted,employees are encouraged to work hard to improve their personal performance,so as to obtain higher salaries and promotion opportunities,to achieve the goal of common growth of employees and the company.