Research On Compensation System Optimization Of X New Energy Company

As an important representative of new energy,the photovoltaic industry has expanded rapidly in the past decade and has now reached the stage of industrial integration in an era of great readjustment of the World Energy Pattern,at this stage for most photovoltaic enterprises is both an opportunity and a challenge.After all,the opportunities and challenges of an enterprise are still faced by people.How to build an enterprise team with strength,tenacity and pioneering spirit has become the first problem that an enterprise must face in order to survive and develop,as a key element of human resource management,compensation management plays an extremely important role in the construction of talent team,especially when the whole industry is in the integration stage,whether the salary management system of an enterprise can be adjusted according to the change of policy and the change of industry pattern is the key to decide whether the salary management system of the enterprise is excellent or not.So enterprises in this big change in time to adjust and optimize the compensation management system,in order to enable enterprises in the fierce competition to seize the opportunity to overcome challenges.In this paper,the author,as a human resource worker in X new energy company,first studied the theoretical concepts related to compensation management,and understood the theories and experience of compensation management at home and abroad.Secondly,it analyzes the current salary system and management status of the company,conducts a satisfaction survey on employees' salary within the company,and summarizes the problems existing in the salary system of X new energy company as follows: 1.the salary structure is unreasonable,emphasizing on economic compensation while ignoring non-economic compensation.2.Performance appraisal is not accurate and cannot provide data support for the effective implementation of salary incentive.3.Pursuing economic interests too much.Finally,through the analysis of the above problems and their causes,the following optimization strategies are proposed: 1.Optimize the salary structure,so that economic salary and non-economic salary go hand in hand.2.Improve the accuracy of performance appraisal and provide decision basis for salary incentive.3.Promote the realization of equal pay for the same post,improve employees' sense of identity and stimulate their enthusiasm.Whether the enterprise's salary system is perfect and effective has a direct impact on the survival and development of the enterprise.Only through research and development of a comprehensive and effective salary system and continuous optimization and innovation in the development process can the enterprise maintain its competitive advantage in the fierce talent competition and realize stable and sustainable development.