Research On The Optimization Design Of A Enterprise Compensation System

In order to develop in the increasingly competitive environment,modern enterprises need to enhance their comprehensive competitiveness from human resources,facilities and equipment,marketing strategy,financing and so on.In the enterprise competition,manpower is the core resource of the enterprise.The important task of modern enterprise management is to excavate and stimulate the human resource strength of the enterprise by setting up a reasonable enterprise salary system,and to obtain and maintain the human advantage.Continue to achieve the goal of enterprise development.Taking A enterprises as an example,this paper analyzes the environmental factors in the development of A enterprises,and expounds the great significance of establishing a more scientific salary system.This paper first expounds the definition and composition of salary management,the related theories involved in salary management,such as Maslow’s demand theory,Adams’ equity theory and human capital theory,and briefly explains the types of salary management system.In addition,the main basis of salary management design and future development trend are analyzed.Secondly,it analyzes the current situation and existing problems of the A enterprise compensation system,analyzes the current situation of the enterprise from the aspects of post level,employee education,employee age,salary satisfaction,etc.According to the situation,the problems existing in the A enterprise compensation system are found and the causes of these problems are deeply excavated.Thirdly,in view of the present situation and problems of A enterprise salary system,this paper puts forward some suggestions to optimize the enterprise salary system,that is,combining the evaluation results of job value and the evaluation results of external salary,the reasonable division of post rank and salary scale can promote the establishment of enterprise salary level more scientifically.The introduction of performance pay,broadband pay and other systems to increase the proportion of individual floating pay in the total salary,set up a broader space for enterprise employees to increase capital.After setting the post salary scientifically,the final annual reward fund is determined according to the achievement of the department and the staff,which makes the salary management system of the A enterprise more scientific,fair,rational and efficient.By studying and analyzing the present situation and problems of A enterprise compensation system,this paper puts forward some suggestions for the optimization of compensation system,which is to help enterprises to make better use of compensation leverage to stimulate the advantages of human resources and realize the sustainable development of enterprises.And also willing to be able to peer enterprises pay system design to give limited help.