| Solar-PV is the develop rising and high-tech industry,which has the characteristics of strong technical professionalism and are updated quickly.The company of Solar-PV requires a lot of technical talents,especially middle-level technicians.In recent years,the capacity of LL solar company has expanded in multiple,and the company’s demand for technical talents has increased sharply.However,due to various disadvantages of the enterprise compensation scheme,the enterprise has serious brain drain of existing technology,and lack of advantages in the external introduction of talents.Faced with severe talent form,enterprises must speed up the optimization of compensation scheme and regain their competitiveness in the compensation market.By taking LL solar company as an example,through the questionnaire survey and comparative studying based on the survey data,this paper deeply analyzes the problems existing in the salary scheme adopted by the company for middle-level technicians,as well as the primary causes of the problems.It is found that there are some problems in enterprise salary scheme,such as low employee salary satisfaction,unfair distribution,unbalanced salary structure,poor incentive effect,imperfect salary system,and the reasons for these problems are found.Based on the concept of broadband compensation,the compensation scheme of middle-level technical personnel in enterprises is optimized,which makes up for the shortcomings of the original compensation scheme and establishes a more comprehensive compensation management mechanism for enterprises.The main contents of this paper are as follows: First,it introduces the research background and significance of this paper,and makes a literature review of the relevant theories of this paper.Secondly,analyze the current situation of enterprise compensation plan,understand the existing problems of enterprise compensation plan through questionnaire survey,and analyze the reasons for the current problems of enterprise compensation.Thirdly,we use the concept of broadband compensation for reference,optimize the compensation structure and content,emphasize the performance management and compensation budget management,and reset the relevant management system to ensure the smooth implementation of the compensation program.Finally,the conclusion is drawn that LL solar company will be able to retain talents for the enterprise and fully mobilize the enthusiasm of employees after the optimization of salary scheme.However,in the future,the company still needs to continue to strengthen its management in the aspects of salary survey and salary budget.Through the combination of theory and practice,this paper optimizes the enterprise’s salary plan,which can not only help LL solar company out of the existing talent dilemma,but also has a certain reference value for the development of technical talens in the whole photovoltaic industry.After researching,the salary scheme is suitable for the middle level technicians of most photovoltaic enterprises,which plays a major role in stabilizing and training photovoltaic technical talents,and also revitalizes the long-term development of the whole photovoltaic industry. |
