Research On Optimization Of Compensation System In T Intelligent Education Company

Human resource management is the core of modern enterprise management,and it can be said that whether an enterprise’s strategic objectives can be successfully achieved is largely influenced by the level of human resource management.Salary management,a conventional and fundamental method,constitutes the main part of corporate human resource management.It plays an irreplaceable role in attracting,retaining and motivating talents.In recent years,China’s economy has experienced rapid development with various enterprises facing dramatically increased competitive pressure,which puts forward higher requirements on the employees’ adaptability to changes.There is no doubt that it is difficult for enterprises to effectively attract external talents and motivate internal talents with the traditional salary system,therefore,many enterprises started to introduce advanced performance management methods,which combined with the original one to form a new management mode,so as to attract external talents and prevent the loss of internal talents,to enhance the core competitiveness of enterprises,and to lay a solid foundation for the future sustainable development of enterprises.This study focuses on T-intelligent Education Company,introduces modern salary management theory,and comprehensively analyzes the current status of the Company’s salary system via on-site interviews,field research,and data review,etc.First of all,according to the relevant concepts of compensation management,investigations on the current status of T-intelligent Education’s compensation system and the average salary in the market have been carried out to find out that the Company’s deficiencies in compensation management,namely,excessive arbitrariness in compensation management,traditional management methods,lack of professionalism in the incentive mechanism,weak incentive effect of the talent compensation structure,lack of non-economic compensation,etc.,which brought serious constraints to the future development of the enterprise.Then an interview with the current employees of T-Smart Education on their satisfaction with the Company’s compensation system has been completed.The results show that there is a serious mismatch between compensation and corporate strategy,the Company has not yet built a perfect structural model with a lack of corporate culture.In order to effectively improve the status quo of human resource management and better play its role,this paper proposes the following countermeasures to the above problems: the first is to establish a modern development concept and realize the organic integration ofcorporate strategic objectives and compensation systems;the second is to further increase training and development efforts and establish a perfect salary system;the third is to integrate corporate culture into employee salary management and strengthen the dynamic management of employee salaries.The paper aims at helping T-intelligent Education to improve its human resource management,as well as providing a basis for other similar enterprises to carry out human resource management practices and lay a solid foundation for their long-term development.