Research On The Optimization Of Compensation Scheme For Middle-Level Managers In AD Company

As a small and medium-sized high-tech enterprise specializing in R ＆ D,production and sales of advertising media equipment,the company is actively transforming into a digital new media system integrator in recent years.The support of high-tech talents and middle management team with advanced management ideas are urgently needed.However,due to the relatively rigid salary mechanism,the company has a series of problems,such as lack of innovation motivation,aging knowledge structure of employees,low enthusiasm of middle managers,high turnover rate and so on,which seriously restrict the development of the enterprise.Therefore,it is urgent for the company to optimize the original salary scheme scientifically and reasonably and formulate a more competitive and attractive salary scheme.In this paper,based on the relevant theories and concepts of compensation scheme,combined with the research results at home and abroad,based on the analysis of in-depth interview and questionnaire survey data,it is found that the overall satisfaction of the middle-level managers of the company to the existing salary scheme is low,the salary level does not match with the enterprise development strategy,the incentive of the salary structure is insufficient,the salary gap is unreasonable,the salary promotion channel is narrow and the fairness recognition of the salary scheme is low.The main reason is that there are some problems in salary strategy,salary level,salary structure and salary grade.Since then,precise measures have been made to optimize the compensation scheme,and a special group has been set up to scientifically evaluate the value of all middle management positions.On the salary level,combined with the results of the salary survey,based on the principle of steady rise and controllable cost,the leading strategy is adopted in some core posts,while the follow-up strategy is adopted in the positions with strong substitutability.In the salary structure,we optimize the salary composition and corresponding proportion,strengthen the performance pay,establish the optional welfare list based on the employees’ needs,choose the welfare items independently according to the performance appraisal results,and introduce the medium-and long-term salary incentive plan at the same time.High flexible salary strategy is adopted for some business posts,while high stable salary strategy is adopted for auxiliary function positions.According to the evaluation results,all positions are divided into 9 grades,with 9 salary grades for each grade.The position of the company is divided into four different development sequences: leadership position,professional management position,professional technology and production service skills,which expands the career development and salary promotion channel of employees.In order to ensure the landing of the salary optimization plan,organizational,institutional,financial and cultural measures have been formulated.Finally,it summarizes and looks forward to the future.The optimized compensation scheme solves the practical problem of the lack of stability,enthusiasm and creativity of the middle managers of the company,fully activates the work momentum of the middle managers of the company,and improves the resistance of the enterprise to various uncertain risks.enhance the core competitiveness of enterprises.At the same time,it not only lays a solid foundation for the next implementation of the whole staff salary optimization scheme,but also provides reference for the traditional manufacturing small and medium-sized enterprises facing similar situations.