Research On MK Company's Salary System Optimization

With the rapid growth of China's economy,enterprises are faced with various adverse factors.Among many domestic state-owned enterprises and private enterprises,many small and medium-sized private enterprises have developed difficultly.Small and medium-sized private enterprises usually have a low level of anti-risk ability,and the scale of operation is difficult to expand.At the same time,the management concept is often lagging behind.In the aspect of salary management in enterprise management,the theoretical basis upon which the salary system is designed is relatively old,which is not conducive to the construction of a modern salary system and has become an obstacle to the sustainable development of enterprises.The "Thirteenth Five-Year Plan Outline" clearly states that we should pay attention to the power of talents and promote development through talents.Under the new challenges and opportunities for small and medium-sized enterprises,human resource strategy has become the primary competitive strategy of today's enterprises.Therefore,through understanding and studying modem salary management theory,the optimization design of the salary system of small and medium-sized private enterprises is of great help to improve the efficiency of salary management and enhance the competitiveness of enterprises.MK is a high-tech company that provides general products,computer services,software outsourcing,e-commerce and information services with software development,technology development,transfer and consulting services at the core.This article takes MK as the research object,learns the conclusions of domestic and foreign research scholars,sorts out and studies the literature theory related to salary management,and uses methods such as questionnaire survey to understand and understand the current status of MK's human resources and salary system.Analyze the problems and causes of the MK company's compensation system from the current status of the MK company,analyze the company's development status and industry development status,determine the principles and objectives of optimizing the MK company's compensation system,and describe,evaluate,and rank the positions at each level 3.The employees of each department design the salary structure in a targeted manner,design a"buffet" type welfare system for employees according to their characteristics,and put forward safeguards to improve the efficiency of MK company's salary management.Through this research on the optimization design of the salary system,the salary situation of the MK company was reorganized,so that the importance of the salary system was fully recognized by the managers of the MK company,which occupied the prerequisites for promoting the optimization design of the salary system.As a member of the new media industry,MK Company can optimize the remuneration system on the one hand,and can test the applicability of these optimization systems in the new media industry.On the other hand,it can provide practical reference for the design of the remuneration system of Internet companies in the same industry.