The Study On The Optimized Salary System Of Shengshitongda Limited Cooperation

In the era of economic globalization,resource competition internationalization,the new normal of China's economic growth,and the Internet and self media era of mass entrepreneurship and innovation,it is particularly important for enterprises to optimize employee compensation system and strengthen strategic management of human resources.With the aging and small population structure in China,there is a serious shortage of labor resources.Facing the ever-changing and more competitive external market environment,small and medium-sized enterprises face the "three difficulties" of human resources shortage,namely,difficult to recruit,difficult to retain and difficult to employ.Through the optimization and redesign of salary system,they can better handle the relationship between enterprise development and employee distribution,The relationship between enterprise development and employee self realization,between enterprise development strategy and human resource strategy.Therefore,design and management of salary in the new era is starting from the new salary management concept,by using of the new methods and techniques of salary governing.To make compensation adjustment plan suitable for the development of market economy,to help enterprises gain advantages in the increasingly fierce talent competition,to meet the requirements of enterprise strategy and business development,to make compensation become an effective measure to meet the needs of employees,attract talents,retain talents,motivate talents,build the core competitiveness of enterprises,and realize the common development of enterprises and employees.Shengshitongda company is a small and medium-sized Internet enterprise,which has long been committed to providing online consulting services and integrated services in the field of e-commerce.However,the company is still using the traditional post skill salary system,the proportion of salary system factors are not balanced.There are internal and external unfair problems,the staff development channel is single,lack of effective incentive means,resulting in the continuous loss of technical talents,more unable to gain advantages inthe fierce talent competition,unable to meet the needs of the company's strategy and business development.In this article,we take Shengshitongda company as an example.With regard to the problems in salary system,we use the modem salary management development theory and technology,which combine with the salary satisfaction surveys to explore and establish a pay and performance appraisal system,which is consistent with the company and market economic system.The compensation system Optimize Design of Shengshitongda will follow the principles of distribution on the basis of labor,efficiency preferred,and fairness,starting from the real situation of the corporation itself.Based on questionnaire research,travel visiting,and cluster analysis,the new system absorbs the modern compensation system design theory and reflects the real cases and methodologies to maximize the compensation encouragement and guiding effect.The system optimize design is expected to improve the Shengshitongda employees' sense of belonging,teamwork,and overall competitiveness.The new system will also assist Shengshitongda company to reach long-term healthy development,and become a practical example for other minor enterprise to consult and refer.