Research On Grass-roots Staff Rank System Design Of Dongyuan Company

As the global economic growth slows down,China 's economic structure is undergoing deep adjustments,the depth,intensity,and speed of market changes have greatly increased,the competitive environment has become more complicated,and the operating environment in which Chinese enterprises have experienced profound changes.The role of enterprise management is becoming increasingly prominent.How to build a market-oriented and systematic human resource management platform and mechanism,how to play the strategic role of human resource management,and how to maximize the potential of employees have become important goals of enterprise management in China.As an important module of human resource management,salary management plays a very important role in the enterprise.The competition in the securities industry is extremely fierce,the concentration of the industry has continued to increase significantly,and the entire industry has continued to develop rapidly.However,Dongyuan Securities,as a middle-to-upper-tier securities company,lags behind the industry development in changing management thinking,management mode,and improving management capabilities.Especially in the salary management of the sales department,there are rigid management models and salary promotion.Defects in the design of rules,insufficient external competitiveness,internal unfairness,unreasonable pay structure,and failure to match the value and contribution of employees have led to a decline in employee satisfaction,which has seriously affected the motivation of employees at the grassroots level.It has created a management dilemma that is difficult to recruit and retain,which has restricted the company's business development to a certain extent.Based on an empirical study of Dongyuan Securities Company,this paper selects the basic employees of Dongyuan Securities Company's business department as the research object,from the current external competitiveness of salary management,internal fairness,reasonable salary structure,the effectiveness of salary distribution,and the effectiveness of salary and Concerning the matching degree of contributions,we carefully analyzed the existing problems and the causes,and combined with the company's actual situation,we proposed a salary improvement plan,optimized the fixed salary,floating salary and benefit system,solved practical problems,improved management difficulties,and increased employees.Work enthusiasm,give play to the role of retaining employees,motivating employees and attracting talents to promote the development of brokerage business,thereby enhancing the company's core competitiveness.This paper uses salary management theories such as salary determination theory and salary allocation theory.Based on job valuation,it sorts out and improves rank sequences,clarifies qualification standards,widens the number and gaps of ranks,broadens career promotion channels,and achieves Ranks can go up and down,salary can increase,decrease,and set performance standards for front-line grass-roots posts,so that ranks and salaries are linked to employee value and contribution,and promote personnel to enter and leave;based on expectations theory,the grass-roots level has been optimized The structure of employee compensation has improved the welfare system,thereby increasing employee satisfaction.In order to ensure the smooth implementation of the company's compensation improvement program,this article proposes specific safeguards from three aspects of organization,personnel,and system to achieve the institutionalization of compensation management,Standardization further improves the management level of the company,and achieves the management goals of retaining,motivating and attracting talents,thereby promoting business development and enhancing the company's core competitiveness.These salary management problems in the business department of Dongyuan Securities Co.reflect not only their individual characteristics,but also the problems commonly existing in China's securities industry,and to some extent the common problems in the retention and incentive of knowledge-based talents by Chinese enterprises.The research on the improvement of the salary management of the sales department of Dongyuan Securities Company provides reference and guidance for some securities companies and knowledge companies.Although the research object of this paper is the basic employees of the sales department,it is useful for the company's managers and other business positions.The salary management of personnel can be further improved and improved on the basis of this article,which has certain promotion effect and practical significance.