Research On Optimization Of Salary System Of M Vacuum Cleaner Company

The rapid development of market economy and global economic integration provide opportunities for the development of small and medium-sized enterprises in China.At the same time,the increasing market competition makes the development of small and medium-sized enterprises face more severe challenges.Only by seizing the opportunities and effectively coping with the challenges,can they develop in a better direction.To achieve this goal,small and medium-sized enterprises must build a high-quality human resources team.The acquisition of high-quality human resources not only provides good development space,but also provides good material and financial security for them.Only in this way,these high-quality human resources will make an important contribution to the development of enterprises.Based on this,this paper takes M Vacuum Cleaner Company as the main research object,through the collation and analysis of relevant theoretical data,summarizes and analyses the research status and theory in this field,and clarifies the theoretical basis of the study.On the basis of relevant literature and theoretical research,this paper analyses the current situation and existing problems of the salary system of M vacuum cleaner company,clarifies the current situation of the company's human resources and salary system by means of questionnaire,points out the shortcomings of the company's salary system in terms of composition,fairness,incentive mechanism,and the ideological and management root of the problems.Subsequently,the principles,ideas and specific contents of the optimization design of the salary system of M Vacuum Cleaner Company are clarified.The salary system of M Vacuum Cleaner Company is optimized from the aspects of salary factors,salary level,structural design optimization and job evaluation,and the safeguard measures of understanding,management,propaganda,training and corporate culture construction are put forward.By optimizing the salary system of M Vacuum Cleaner Company,we can not onlyimprove the attractiveness of the company to talents and reduce the turnover rate of personnel,but also enhance the cohesion of the company,so that the whole human resources can form a whole and jointly promote the development of the company.At the same time,for other enterprises in the vacuum cleaner industry in China,there are probably the same problems as M company.Therefore,this study can provide some reference for the formulation of the compensation system of these companies.