Research On Optimization Of H Enterprise's Compensation System Based On Broadband Compensation Theory

With the continuous development of China's economy,talent competition has become the first key factor for the development of enterprises.Key talents and how to attract,retain and motivate and improve personal skills,create a steady stream of value for enterprises,and become the main problems of modern enterprise human resources management,and effective compensation management is one of the important ways to play the human resources value,compensation management level directly affect the interests of the staff and enterprise both sides,also affects the employees and the creativity of enterprises,compensation management as the core content of human resource management.Therefore,whether the compensation system is effective or not,to a certain extent,determines whether employees can give full play to their maximum value and create better benefits for the enterprise.However,in the traditional salary system,the salary is often linked to the position of the employee in the enterprise,that is,the higher the position level of the employee is,the higher the salary will be,and the promotion opportunity is quite limited,resulting in little incentive effect of the traditional salary.In order to conform to the strategic development of enterprises and conform to the trend of market development,enterprises must establish a set of scientific salary system,get rid of the traditional idea of post level,increase the career development channel of employees based on their working ability and performance,and provide better services for enterprises.Through the broadband salary system to strengthen employee performance management,guide employees to change the traditional concept of promotion,promote their personal skills,the development of learning corporate culture.At the same time,the maximum compression enterprises respectively,and increases the levels of each post salary range,ensure employees in didn't get the job promotion,also can get higher salaries,improve employees' pay satisfaction,giving companies more market competitiveness,to attract the key and core talent,reduce the cost of enterprise manpower management,promote enterprise and employee win-win situation.Therefore,how to use the broadband compensation system in the enterprise is the focus of this paper.By combining theory with practice,this paper conducts practical analysis on specific enterprises based on theoretical research,which increases the reliability of the conclusions.This paper takes H enterprise as the research object,optimizes its original salary system,and elaborates on the theoretical basis of this paper,laying a theoretical foundation for the salary system design of H enterprise.On the theoretical study,by collecting H enterprise information,to understand the status of the H enterprise organizational structure,management,personnel structure,and so on and so forth,targeted design the questionnaire survey,in-depth H enterprise existing compensation system present situation and existing problems,and combined with enterprise's development strategy and human resource planning,to summarize the causes of the problems and.In terms of salary design,the applicability of broadband salary system to H enterprise is analyzed,and the principles and ideas of salary design are determined.In the main content of the paper,the position of H enterprise is reanalyzed and evaluated,which is taken as the design basis of the broadband salary system,and the expected effect of the scheme is evaluated,and relevant safeguard measures are proposed.By studying the practice of broadband compensation theory in H enterprise,the first is to clarify the position structure of the enterprise,organically combine the personal development goals of employees with the development goals of the enterprise,and improve the matching degree between employees and positions.The second is to stimulate the staff's enthusiasm for work and learning enthusiasm,to create a learning enterprise atmosphere,to achieve effective human resource management;The third is to improve the rules and regulations of the enterprise,reduce the cost pressure of the enterprise,improve work efficiency,realize the rapid and stable development of the enterprise,enhance the competitiveness of the enterprise in the market.