Study On The Optimization Of Salary Distribution Scheme In The Start-up Period Of DZ Company

Statistics show that the average life span of small and medium-sized enterprises is only 3.7 years,of which small and micro enterprises only 2.5 years.The development stage that different period enterprise is in is different,characteristic also different.In the start-up stage,enterprises have the characteristics of high growth and high risk,so it is urgent to complete the breakthrough of management level and the development of enterprise standardization and scale.Salary management has always been one of the effective means of talent introduction.In the start-up period,only by designing a salary plan that is in line with the characteristics of the enterprise and able to attract and retain talents,and ensure the realization of enterprise development goals,can small and medium-sized enterprises attract and retain talents.DZ company is an enterprise engaged in automobile after-sales service industry,which is in the initial stage.Its organizational structure is relatively simple,the number of employees is small,and it has the characteristics of rapid growth of performance and flexible employing mechanism.However,there are many problems.The company's performance income is not stable,and the enterprise's capital shortage and payment ability are limited.The company's employees are often multi-job,stability is poor,employee turnover rate is high;The salary distribution plan is not scientific and reasonable,the salary structure lacks incentive,the salary management system is not perfect,the management lacks guarantee and so on.In DZ corporation as the research object in this article,from DZ company organization structure,business model,compensation management,status of the post evaluation,etc,using the site visit,depth interview and questionnaire survey method,found the DZ company staff working serious,high employee turnover rate,further analysis of survey data found that the key to such problems in DZ company compensation management,and compensation if processes is not good,often can cause disagreement investors interests distribution,and eventually lead to a failed;Therefore,the compensation management model that conforms to the development of DZ company during its start-up period is designed by integrating the compensation management theory and the enterprise life cycle theory and combining the characteristics of DZ company.This paper mainly consists of the following six parts:The first part elaborates the research background and significance of this paper,and summarizes the domestic and foreign views on the study of small business compensation management during entrepreneurship.Clear the research method,content and framework of this paper,clear the thinking.The second part provides the theoretical basis for the research content of this paper.This paper expounds the relevant concepts of salary management,the concepts and characteristics of small enterprises in the start-up period,and provides theoretical basis for the optimization of salary management in the start-up period of DZ company.The third part analyzes the current situation of DZ company.Mainly from the current DZ company business operation,human resource management aspects of the introduction,summary of its main characteristics,and in recent years,its operating data and human resource situation is compared,more in-depth analysis of the current situation of DZ company;Through the observation method,it is known that DZ company staff are inactive,working efficiency is low,turnover rate increases and other phenomena.Through the in-depth interview method,it is known that this phenomenon mainly comes from the company's salary management,which needs to be further studied.By conducting an employee salary satisfaction survey,the root cause of the problem was further explored,and it was found that the key factor leading to the salary management problem of DZ company was insufficient salary incentive and unreasonable salary structure.The fourth part is the optimization design of the salary distribution scheme based on the diagnosis results of DZ company.Elaborate the principle of optimization design,determine the strategy of salary distribution,and then implement according to the optimization steps,according to the initial stage of the company's business strategy changes,adjust the company's organizational structure,modify the job description;Investigate the average level of the industry market,optimize the existing salary distribution scheme according to the salary distribution strategy,and adopt the post performance salary system to replace the original post salary system.Different posts are distributed according to different performance ratios,reflecting internal fairness.Make it in the market industry over the same period of the average salary level in the upper and middle class,to ensure its certain external competitiveness.The fifth part provides guarantee mechanism for the implementation of salary distribution scheme.Revising relevant salary management system to provide system guarantee for the implementation of salary distribution scheme;In addition,relevant organizational functions should be clearly definedto effectively supervise the implementation of the compensation distribution plan,so as to guarantee its organization and further implement the compensation distribution plan.The sixth part is the conclusion.It mainly starts from the possible results of the implementation of the optimization plan,predicts the total annual salary and the average annual salary of employees,and effectively controls the labor cost by combining the operation status and payment capacity of the enterprise.Improve the working status of employees,reflecting the obvious enhancement of salary incentive.This study is expected to provide new ideas and methods for the phased development of small business compensation management in the start-up period,and play a role of reference for other small business management in the start-up period.