| The compensation system is an indispensable part of compensation management.The scientific rationality of the compensation system directly affects the operational efficiency of the organization and the stability of the staff,which is the core part of the incentive mechanism and the most concerning problem for the staff.Therefore,how to deal with the relationship between the compensation system and employees,how to realize the complementary relationship between the compensation system and the incentive mechanism,And how to establish a fair,effective,and legal compensation system,are important topics that enterprise managers need to face directly,and it is very necessary to study in this area.DKSC Geological Team is a third-class geological prospecting public service unit belonging to a large building material group company.With the increase of the business volume and the number of employees,the internal personnel management problems are gradually highlighted,the enthusiasm,initiative,and creativity of employees are reduced,the incentive effect is not good,and the brain drain and labor cost are increasing year by year.At the same time,the factors such as the low economic environment,the decline of the geological prospecting industry,and the fierce market competition made the DKSC Geological Team in a predicament and restricted its development.Therefore,this thesis takes the DKSC geological team as the research object,drawing on the theoretical achievements of compensation management at home and abroad,and taking the problems and causes of the team’s compensation system as the guide,discusses the method of compensation system optimization,to get rid of the predicament.The purpose of this thesis is to study how to help DKSC Geological Team solve the problems in the current compensation system by optimizing the compensation system.First of all,this thesis summarizes the domestic and foreign compensation-related theory research results and analyzes and summarizes them.Secondly,this thesis collects and collates the original data of the human resources and compensation system of the DKSC Geological Team,and through surveys and interviews to understand the attitudes and views of employees on the status of the compensation system.On this basis,this thesis summarizes the problems in the compensation system of the DKSC Geological Team and analyzes the causes of these problems.Then,this thesis clarifies the design principles and optimization ideas of the compensation system,launches the new optimization scheme design,and plans the safeguard measures to ensure its smooth implementation.Finally,the thesis compares the optimization before and after the program and summarizes the implementation of the optimization program will achieve the desired effect.In this thesis,the compensation system of the DKSC geological team is optimized by using advanced human resource compensation management theory and method.First,this thesis embodies the development strategy of the DKSC Geological Team,conforms to the concept of broadband compensation,and realizes the organic integration of the post-merit pay system,compensation point system,and broadband compensation.These measures will not only help to tap the potential of employees and improve work efficiency but also stabilize the workforce,attract talented people,and retain key positions and key employees,while effectively curbing the rise in labor costs.In addition,this thesis also through the optimization of the compensation system,promotes the DKSC geological team human resources management system,provides strong support for the development of enterprises,and promotes the DKSC geological team enterprise reform. |
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