Research On Salary System Optimization Of GL Company Based On Broadband Salary

After the Third Plenary Session of the Eleventh Central Committee of the CPC in 1978,China’s economic development has stepped into the fast lane,especially the rapid development of private enterprises.However,due to the rapid development of private enterprises,and now it has entered a bottleneck period,how to change the development from high speed to high quality is really worth thinking about.In a word,the key to deal with the market competition is to improve the ability of development and innovation of private enterprises,which mainly depends on the employees.Entering the stage of high-quality development,talent is still the most important factor,and more and more attention has been paid to,has been pushed to a higher and higher position.How to win the voice of human resources is the fundamental purpose of competition among enterprises.How to win talent resources,salary is the primary factor,high salary,employees will stay;low salary,employees will lack a sense of security in life,lack of a sense of belonging to the enterprise,it is impossible to work hard for the enterprise,the enterprise will not achieve the overall goal.Therefore,enterprises should pay attention to salary management,provide employees with a sense of belonging,and make the salary competitive.GL company,the research object of this topic,is a local private enterprise.This paper analyzes the current situation of its human resources and its salary,and combines with its flat characteristics,adopts broadband salary optimization to adjust its previous salary management strategy.First of all,the overall situation.This part is to analyze GL company and summarize the problems of its salary management.In the process of analysis,we mainly use the satisfaction questionnaire survey to obtain the feedback of employees directly,summarize and sort out the feedback,and get the problems existing in GL company’s salary management.The main problems are as follows: the basic salary standard is not attractive to employees,the part of incentive salary is not enough for employees,the overall structure of salary is not transparent to employees,the salary evaluation standard is not fair to employees,and the promotion channel is not enough for employees’ development.Secondly,the analysis of the causes of the problems,mainly the management level is low,the management concept is old,out of touch with the times;the selection and employment of excessive reliance on nepotism,unfair,unfair phenomenon occurs from time to time;the level of human resource management is relatively backward,pay less attention to the salary management system.These factors seem to be widespread,but in fact they are very serious.If they are not solved,the company will slowly fall behind the pace of its competitors and will be eliminated by the times.Finally,it is the salary reform of GL company,so that GL company can maintain the momentum of development.In the process of GL company’s salary reform,the author uses the broadband salary theory to formulate the corresponding salary reform strategy for GL company,and puts forward reasonable suggestions.First,reassess the position.Evaluation post is the basis of salary reform,and evaluation post is to further clarify the value standard of each post.Secondly,carry out industry comparison.The main purpose of this process is to collect the salary information of the same industry and refer to the local average income to further accurately formulate the salary standard of GL company.Thirdly,the salary reform plan should be made.Based on the position value,taking full account of the salary growth rate in the next few years,combined with GL’s business situation and economic strength,the broadband salary point value,broadband salary level and broadband salary range are determined.Finally,the paper puts forward some security suggestions for salary reform.Through strengthening the open and transparent salary management system,strengthening the construction of communication and supervision salary system,strengthening the construction of positive and effective performance,strengthening the construction of salary promotion channels,and strengthening the construction of corporate culture,we strive to create a good salary system environment and provide the possibility for the smooth implementation of broadband salary.The author carries on the salary reform to GL company,mainly uses the broadband salary theory.The author hopes that broadband salary can change the disadvantages of salary management in private enterprises like GL company,and make the company realize that only by constantly changing the salary management strategy can we win the heart and recognition of employees,improve their personal productivity,and help enterprises better achieve the overall value goal.At the same time,I hope that some of the ideas and methods in this paper can help other enterprises carry out salary reform and develop better.