Research On Compensation Management Optimization Of The Trading Department Of SY Steel E-commerce Company

SY Steel e-commerce company is a large B2 B steel spot trading platform in China,which has been listed in the new over-the-counter market.In recent years,through the innovative "transaction + supply chain" dual-drive business model and the "platform + service" industrial development strategy,the agency procurement business(help you procure)has continued to develop and gradually grown to become one of the firm's core businesses.However,the trading department has problems,such as insufficient work enthusiasm and emotional burnout.This paper takes the employees of the trading department of the SY steel e-commerce company as the research subjects.Firstly,by using the literature research method,the relevant salary management theories,domestic and foreign research findings and the research process of the steel trade industry and the e-commerce industry are sorted out and summarized.Secondly,through using industry benchmarking,distributing questionnaires method and taking conversations to related staff,the main existing compensation management system in the Ministry of Trade is analyzed from the multiple perspectives of "inside + outside of the department" and "base-level employees + middle-level managers" respectively.After digging into the main problems and the deep causes behind them,we concluded that the current salary management has five problems: lack of industry competitiveness in salary levels,fixed welfare forms,lack of effectiveness in performance appraisal,lack of salary adjustment mechanisms,and unclear and transparent career promotion mechanisms.In response to the above problems,six corresponding optimization schemes are proposed to improve the salary management system,such as applying broadband salary to increase the attractiveness of outstanding talents,using the amoeba excess award system to activate business potential,establishing a more flexible welfare system to meet the diversified demands of benefits,adjusting the quantitative weight of performance appraisal to maximize the linkage efficiency,optimizing the salary adjustment mechanism and promotion mechanism to help employees grow,and restarting non-economic compensation incentives to expand the talent pool.Finally,for insuring the optimization plan be carried out smoothly and effectively,many specific implementation steps are come up with for the introduction of the plan in the early,mid,and late stages.Furthermore,in order to comprehensively promote the achievement of the optimized salary reformation,protective measures are proposed to arrange reformation from four aspects: leadership attention,resource support,employee participation and cultural construction.