Study On The Optimization Of Salary System Of Grass Roots Employees In Dy Automobile 4S Shop

Since the reform and opening up,China’s economy has entered a period of rapid development.In order to meet the massive demand of national economic development for means of production,energy transportation and other aspects,China has built a number of large state-owned commercial vehicle production and sales companies.Due to the large capital investment in the field of commercial vehicles,only in recent years did some private economies join the field.With the gradual saturation of the commercial vehicle sales market,the competition pressure of various brands is increasing.If private brands want to continue to develop and grow,they can only enhance the external market competitiveness by improving the organizational efficiency and corporate management methods.As the main part of the company’s human resources,grass-roots employees are responsible for the implementation of the company’s work.The enthusiasm of grass-roots employees has the most profound impact on the overall organizational efficiency of the company.Salary management is an important part of human resource management.Salary income is not only the power source to motivate employees to work actively,but also the cornerstone to ensure the stability of employees’ work.A good salary management system for grassroots employees is a necessary prerequisite for the stable development of the company.In this paper,the primary employees of 4S shop in city a of Dy automobile are selected as the main research objects.Dy automobile is the only private brand in the top ten of the total vehicle sales in the field of domestic commercial vehicles,and the 4S store in a city is the one with the highest total vehicle sales of Dy automobile.This paper first analyzes the development status of the company and the current situation of the whole industry,and investigates and analyzes the salary management system of grassroots employees.Through the comparison with the external labor market and internal staff communication,we can see that the existing salary system of grass-roots employees lacks external market competitiveness,internal fairness and incentive.After in-depth analysis of the causes of the problems,the company determines the design direction of the optimization scheme of the salary system.Before formulating the optimization scheme of salary system,the company first establishes the preconditions of controllable labor cost and keeping the consistency of employee development and the company’s strategic development goals.After clarifying the design direction,the company determined the floating range of grass-roots employees’ salary level by comparing with the salary differentiation in the external market,optimized the salary structure,and paid more attention to internal fairness.At the same time,the company has developed a KPI performance appraisal system,as well as a number of salary incentive policies to actively enhance the incentive effect of the salary system.In order to enhance team cohesion and improve the stability of employees,the company not only optimizes the original welfare system,but also increases a number of welfare policies,which effectively improves the work motivation of employees.The optimized salary management system of grass-roots employees has been recognized and supported by middle and senior managers and grass-roots employees,and has achieved the expected effect of salary management improvement of grass-roots employees.However,there are still some deficiencies in the implementation of the compensation system optimization plan,which need the company and all employees to face and solve the problems together;moreover,the company will continue to optimize and adjust the compensation management system according to the changes of its own and industry development,so as to ensure the dynamic adaptability of the compensation management system.