Research On The Optimization Of Salary System Of Hunan J Company

With the rapid development of the global economy,the economic links and exchanges among various economies have become increasingly close.Enterprises are facing various development opportunities as well as many challenges.The market development environment is increasingly complex and the competition situation is increasingly fierce.In this case,to effectively occupy more market share,it is necessary to strengthen the internal management of the organization and put forward a new development strategy.At the same time,enterprises should strengthen the transformation of human resources construction,organizational structure and other management institutions.Salary management is the most core and complex part of enterprise human resources management,which is directly related to the immediate interests of the majority of front-line personnel,the stability and loyalty of employees,and the economic benefits of enterprises.If a company wants to have a high degree of work enthusiasm and good operation stability,it must establish an efficient salary system,which can also help the enterprise to improve economic benefits and management effects.Whether the salary system is fair or not is directly related to the long-term and stable development of the enterprise.Only by implementing fair and just salary treatment for the majority of front-line personnel,can the employees be loyal to the enterprise and achieve a win-win situation between the enterprise and front-line personnel.From this point of view,whether the enterprise salary system is scientific or not plays a crucial role in the development of the enterprise.Based on the above background,this paper takes J company's salary system,corporate strategy and employees' salary satisfaction as the entry point to effectively discuss the optimization design of J company's salary system.Since J since its establishment,has been to the company's compensation system is very slow,and took a lot of positive and effective measures,it obtained some achievements,but from the long-term development of J company,the company there are still many defects on the current compensation plan,internal lack of judgment,and external competitiveness is not enough,the incentive effect is poorer,seriously hindered the J company improve market competitiveness and the realization of economic benefits.Therefore,effective measures must be taken from multiple aspects to optimize the salary system of J company and improve its market competitiveness.Pay system optimization design based on J company as the research core,adopts the questionnaire investigation and case analysis,to J company as the object of case analysis,the relevant part of the compensation system theory,the general situation of the compensation for J company now has made the strict careful analysis,from the enterprise strategy,compensation mode,pay satisfaction of J company in terms of pay system deficiencies and defects are analyzed.Then,based on the relevant situation of J company and a number of compensation system theory,put forward the effective compensation system optimization of J company principles,measures,optimized J company compensation system,to the maximum extent to realize J company compensation fairness,ensure employees shed their blood for the company,promote the sustainable development of J company.