Research On The Improvement Of The Salary Management System Of SD Software Technology Co., Ltd

For any company,talent is the foundation of business development.An excellent and stable human resources team that meets the requirements of enterprises is the key to the stable and long-term development of private small and medium-sized software companies.And compensation management plays a key role in the entire human resources management system of the enterprise.The scientific and reasonable salary management system in line with the development stage of the enterprise not only can attract the right talents needed by the enterprise,stimulate the enthusiasm of the employees,maintain the stability and combat effectiveness of the staff,and promote the healthy and stable development of the enterprise.Competitiveness has the most direct impact.However,looking at the reality,due to the irrational salary management system,the lack of long-term incentive policies for key enterprises has caused a considerable number of private small and medium-sized software companies to attract the right talents needed by enterprises,and at the same time,the key talents of enterprises are losing,which has greatly affected the development of the enterprise.SD Software Technology Co.,Ltd.is a private software enterprise established in 2009.After nearly 10 years of development,has entered a period of rapid development.However,in recent years,due to the unreasonable salary system,the urgently needed talents cannot be recruited on time,which affects the progress of the project,and the loss of core talents leads to the instability of the management.These negative factors have a great impact on the development of the company.This paper takes SD company's salary management system as an example.Through internal and external investigation and interview,using the combination of theoretical research and empirical analysis,the author deeply explores the problems existing in the salary management system,and the basis of salary management is change.SD's current compensation system has been unable to match the company's development stage and social environment.The salary level is not competitive to the outside world,it is not motivating internally,and there is no long-term incentive for key talents.In response to these problems,the comprehensive salary theory is used to optimize the salary structure based on the post value,pay attention to long-term incentives,improve the welfare level,and improve the existing salary system.It is expected to adapt the salary system to the development stage of the current enterprise and promote the healthy and sustainable development of human resources.