Research On Compensation Management Optimization Of S Co.,Ltd.

In the increasingly competitive market situation,the economic environment is changing at a faster pace.Compensation management has gradually become an important part of the process of human resources management,which has a significant impact on the company’s operation and future development.Founded in 2016,S Co.,Ltd.is a state-owned enterprise engaged in the sales of refined oil and petrochemical products.The organizational structure of the company is gradually improved and expanded with the continuous growth of business volume.Meanwhile,the defects in the compensation management system of the company are also increasingly apparent,which hinders the sustainable development of the company to a certain extent.Based on Maslow’s demand theory,expectation theory and two-factor theory,this thesis takes S Co.,Ltd.as the research object.Through various methods such as questionnaire survey and face-to-face interview of employees,this thesis understands the existing organizational structure,employee composition and salary management system of S Co.,LTD.Found S co.,LTD.,the existing problems,including unreasonable salary structure,forms the performance review and post value evaluation is not scientific,the benefits of the single and backward,unfair distribution,pay salary incentive effect is not obvious.Subsequently,the author deeply analyzes the causes of the existing problems,and finds that it is mainly caused by the operator’s sufficient understanding of salary management,the position analysis is not reasonable and detailed,the performance appraisal system is not perfect,and the salary incentive system is lack of rationality.The salary management optimization of S Co.,Ltd.is based on the principles of fairness,incentive,competition,economy and science.The optimization mainly involves five aspects.First,it is necessary to establish scientific job analysis,set up job description,and achieve the assignment of posts and responsibilities.The second is to evaluate the post value,calculate the score of each post according to the element point method and sort and file.Taking the management post as an example,by setting the basic salary value of the post and the post coefficient,the internal five salary grades of each post are obtained.Third,optimize the performance appraisal system.By setting up a performance appraisal team in the enterprise,optimize the process of performance appraisal and enrich the content of performance appraisal to promote the performance appraisal incentive effect of S Limited company;Fourth,to optimize the welfare system,focusing on increasing the content of employee welfare,including paid leave,incentive travel and other contents in the daily employee welfare system;Fifth,improve competition,fairness,incentive and other aspects of the system,optimize the salary management system.Finally,take organizational,publicity,institutional,cultural measures for the smooth implementation of salary management optimization escort.