A Study On The Optimization Of The Salary System Of The Grass-Roots Employees In Jinmailang Company

For the development of an enterprise,talents are essential.High quality talents can guarantee the stable and healthy development of the enterprise.The managers of the enterprise must pay attention to the cultivation and absorption of talents.Due to the different types of enterprises,there are different ways for enterprises to motivate employees according to their own business conditions.Some enterprises encourage employees from the spiritual aspect,and some enterprises attach more importance to material remuneration.However,no matter which way,it must be reflected in the remuneration of employees finally,so as to enhance the enthusiasm of employees.Therefore,the optimization of salary system is an important factor that can not be ignored in the development of enterprises.This paper will take Jinmailang group as an example to analyze.The group mainly produces instant noodles,which is a comprehensive group integrating production,sales and R&D,and is representative in the food industry.Nowadays,with the gradual improvement of people's consumption level and quality of life,the competition in the food industry is increasing.Therefore,the Group continues to optimize the original compensation system to ensure that it can better adapt to the competitive environment.Firstly,this paper gives a detailed description of the research background,purpose and significance of the compensation system.At the same time,it combs and synthesizes the relevant literature at home and abroad to lay a theoretical foundation for the writing of the article.Then,it explains the relevant concepts of the compensation system and introduces them in detail.It uses the methods of literature collection and questionnaire,and surveys the relevant numbers According to a comprehensive study of the current situation of the compensation system of Jinmailang group,through analysis,we know that there are many deficiencies in the current compensation system of the group,such as the lack of fairness of grass-roots employees,the lack of reasonable compensation according to the characteristics of the post,the lack of personal skills and other issues.In this case,the text will make use of fairness and motivation,etc In principle,through the way of improving and optimizing the compensation system,improve the welfare treatment of employees,ensure that the compensation system and the changes of the market adapt to each other,put forward corresponding safeguard measures and methods according to the characteristics of Jinmailang group,and finally need to carry out a reasonable evaluation of the optimization effect,mainly to ensure that the optimization scheme of the compensation system conforms to the development characteristics of Jinmailang group.Through the research on the optimization of the compensation system of Jinmailang group,combined with relevant theories,on the one hand,it can attract and cultivate more high-quality talents for the group,improve the industry competitiveness of the group;on the other hand,it shows all the processes of the optimization of the compensation system of Jinmailang group,and provides reference for the similar enterprises in the food industry.