Research On Compensation Management Optimization Of Credit Counselor Of X Small Loan Company

In recent years,with the government's relaxation of the microfinance industry policy,various types of credit companies have developed rapidly throughout the country.Due to the rise of the industry,the demand for credit talent has soared,and the situation that credit commissioners are in short supply has emerged.Companies are facing a battle for talent.Affected by factors such as the environment and the status quo of company management,Company X faces the situation that the credit commissioner's job-hopping rate and turnover rate remain high,and the company is in the status of annual recruitment.An effective compensation system is an important means of attracting and retaining talent.Therefore,how to design a fair,just and reasonable credit commissioner's compensation management system is the biggest problem faced by Company X.Based on the comprehensive compensation theory,combined with the dual cause theory,the demand hierarchy theory,the fairness theory and the expectation value theory,this paper conducts the current salary system of the X company credit commissioner through literature review,case analysis,questionnaires,and interviews.the study.The problems found in the compensation system include the fact that the basic salary level has no competitive advantage over the same industry,the incentive system is imperfect,the welfare system is single,and the training promotion space is lacking.Based on the above problems,propose improvements and develop a compensation optimization plan suitable for the development of X company credit commissioners.The paper puts forward the design of the company's credit commissioner's salary optimization plan: formulate the company's current strategic goals,modify the basic salary according to the market research and post level division,set the differential assessment system according to the different proportions of the assessment indicators,and improve the employee benefits.Employees provide training and promotion opportunities,and establish safeguards for the effective implementation of the compensation system.Through the establishment of a scientific and reasonable comprehensive compensation system to meet the material and spiritual needs of employees,to stimulate the initiative of employees,and ultimately achieve a win-win situation for the interests of the company and employees.