Research On Optimization Of Salary Motivation System In Shenzhen Lemei Company

Under the current trend of world economic globalization,the competition among enterprises is becoming increasingly fierce.In terms of the connotation of competition,it is mainly the competition of talents.Excellent talents can make enterprises in an advantage in the competition.And for the enterprise,can make outstanding talents have a sense of belonging,and enterprise development,to a large extent,with the enterprise's salary system has a great relationship.Therefore,in the current environment of fierce competition among enterprises,how to establish a perfect salary system is of great value to the development of enterprises.On the basis of the research on the relevant theories of salary management,this paper combines the existing problems in the salary system of Shenzhen Lemei Optoelectronics Co.,Ltd.,this paper analyzes the causes of the existing problems,and optimizes the salary system of the company.By investigating the salary system of the company,we find that there are some problems,such as the difference between the salary system and the development strategy of the enterprise,the unfairness in the salary system and the insufficient attention paid to the application of salary.Because of these problems,there are many abnormal phenomena in the enterprise,such as the high turnover rate of employees,the monotonous cultural life of employees,the negative work of employees and so on,which make the enterprise a serious situation of unstable people and weak centripetal force,which is very unfavorable to the modernization of the enterprise.Through the analysis of these problems,in the design process of the company's salary system through human resources management theory and salary management theory,through the investigation of the way to collect relevant data and information,on the basis of analysis,to explore the enterprise's perfect salary management system.The main process is to make a systematic analysis based on the enterprise'sdevelopment strategy,from the determination of salary strategy,job analysis,implementation of job evaluation and salary survey,and then to design the salary structure,salary standards and performance pay as the main basis,and then the effect before and after the optimization of the salary system.Comparative analysis.Finally,from the system,organization,corporate culture and resource security four aspects to determine the implementation of enterprise compensation system optimization program safeguards.