Research On The Optimization Of Compensation System Of A Company

In the social environment of fierce competition among enterprises,the competition of enterprises is actually the competition of talents,and human resources are the most important and active resource elements for enterprises to gain competitive advantages.Enterprise managers should attach great importance to the construction of talent team and strengthen enterprise human resources management.In the effective management of human resources,the perfect salary system occupies an important position.Therefore,how to use the incentive effect of salary to attract and retain talents and improve the enthusiasm of employees has become a problem that managers concern.Company A is a private automobile 4S shop,founded in 2014,which has been in a leading position in the automobile service industry in western Liaoning.First of all,this paper takes the salary system of Company A as the research object,and obtains the existing problems of the current salary system through a multi-angle questionnaire survey,which is mainly the unreasonable distribution ratio of the salary structure.less quantization of post value,non-standard performance appraisal;the correlation between compensation and enterprise performance is weak.The reasons for the problems in the compensation system of the enterprise are as follows: the compensation structure is not reasonably planned,the post evaluation design is insufficient,the attention to the performance appraisal is not enough,and the compensation management and incentive system is not considered comprehensively.Secondly,this article USES the principal components analysis and hierarchical analysis process of the evaluation method,application of principal component analysis to simplify the original index data,screening index system,using the ideas of the statutory level analysis combined with quantitative,determine the weight of the data after pretreatment,to identify a set of scientific compensation system for enterprise employees incentive of the biggest factors.Finally,using the theory of salary management,according to the principles and objectives of A company’s salary system design put forward specific optimization measures,while optimizing the implementation of A company’s salary system design countermeasures,that is,to improve the organizational guarantee,system guarantee,corporate culture guarantee,financial control guarantee,publicity and training guarantee.These measures aimed at the optimization of A company’s compensation system help A company solve the problems in the compensation system,establish A set of compensation system for A company to adapt to the market development and meet the needs of the company’s operation,mobilize the enthusiasm of employees,release the vitality of the enterprise,and promote the healthy and stable development of the enterprise has important practical significance.At the same time with other enterprises in the same industry in the compensation system to make some active exploration.