Research On The Optimization Of ZTWH's Knowledge-based Employees' Overall Compensation System

With the progress of the times,the structure of productivity has changed greatly.Science and technology have become the main force in the productivity system,and the market competition is becoming more and more fierce.If enterprises want to survive and develop,they must start with internal management,adjust the way of competition,and change to the promotion of high-end technological capabilities.As employees of enterprises,only with a high degree of innovation can they meet the future development needs of enterprises,become the core force of enterprises,and further improve the comprehensive competitiveness of enterprises.Therefore,knowledge workers have become an important resource affecting the survival and development of organizations.Then,how to improve the work efficiency of knowledge workers and maximize the potential of employees is the basis of enterprises in the fierce competition in the future.This article takes ZTWH as an example,starting from the problems of the company’s current outflow of employees,high dissatisfaction with salary and fairness,low morale of employees,and low work enthusiasm.Combining knowledge workers,comprehensive compensation and related incentive theory,through questionnaire analysis and project process analysis of the company’s current compensation system,the problem is identified by the following five reasons: salary incentive problem,single incentive means,physical office environment to be improved The lack of systematic training and development systems and the slow construction of corporate culture.For the reasons,we formulated a comprehensive compensation system optimization plan consisting of five aspects: salary optimization,improvement of welfare,optimization of working environment,establishment of systematic training system,and strengthening of corporate culture construction.Through the research on the compensation system of ZTWH company,the following three conclusions are drawn:(1)The performance evaluation is unreasonable,and the incentive means is single,which will lead to lack ofincentives for compensation.(2)The demand for incentives for knowledge workers is diversified,in line with Maslow’s hierarchy of needs,and progressive.(3)The company’s corporate culture construction work must be innovative and cannot always use the same method.Finally,the optimization plan of ZTWH knowledge-based employee’s comprehensive compensation system proposed in this paper also has certain reference significance for domestic similar enterprises.