Research On The Compensation System Optimization Of Z Company Based On The Perspective Of Total Compensation

With the development of social economy,human resource is increasingly regarded as the primary resource for enterprises to establish and maintain competitive advantages,and its strategic position in the organization is constantly improving.Compensation is related to the attraction,incentive and retention of enterprise talents,and occupies a core position in human resource management.The optimization of enterprise compensation system is related to the realization of enterprise development and strategic goals,and is the top priority among all issues faced by enterprises and human resource managers.Z Company is an adhesive production enterprise.In recent years,with the increasing demand from users for the quality,performance,environmental protection,energy conservation,and health of adhesive products,market competition has become increasingly fierce.The profit margin of low-end adhesive products has become thinner,coupled with the rising prices of chemical raw materials and labor costs,which has greatly compressed the profit space of small and medium-sized enterprises.Some of them have outdated technological levels,lack of independent innovation ability,and high pollution High energy consuming small production enterprises have been phased out one after another.How to establish a scientific and reasonable salary system based on organizational strategy,attract and retain more high-quality talents,further activate enterprise talent resources,and ensure the achievement of organizational strategic goals is an important lesson for small and medium-sized adhesive enterprises like Z Company.Based on the comprehensive compensation theory,this paper uses literature analysis,questionnaire survey,and on-site interview methods to summarize and summarize the current research status of domestic and foreign compensation systems,and analyzes the current situation of Z Company’s compensation system.It points out the problems in Z Company’s current compensation system,such as mismatches in compensation strategies,incomplete compensation structures,lack of internal fairness,and insufficient compensation incentives,and analyzes the causes.Set optimization design goals and principles based on specific issues and reasons,combined with comprehensive compensation theory and the actual situation of the enterprise;Determine the salary strategy based on the strategic objectives of the enterprise,and then design the salary level and salary structure through job evaluation and salary survey.Optimize and design the economic and non economic salary content of the existing salary system,respectively.Finally,propose safeguards for the smooth implementation of the salary system from the organizational,institutional,cultural,and financial aspects.This article has conducted a comprehensive optimization of the existing compensation system,further verifying the applicability of the comprehensive compensation theory in enterprises similar to Company Z.The problems existing in the compensation system of Company Z are common problems faced by many enterprises of the same type.The optimization design of the compensation system of Company Z can provide a reference case for other enterprises,which has certain practical significance.