Research On The Compensation Of Management Position Staff In F Company

With the development and change of the new energy vehicle market environment,talents play an important role in the development of new energy vehicle parts enterprises.Constantly improving the enterprise’s salary management level is the key to retain talents,which is of strategic significance for enterprises to enhance their development cohesion and enhance their competitiveness in the external market.In enterprise management,a perfect salary management system can help enterprises attract high-level talents,improve the competitiveness of enterprises in product research and development,market development,etc.,and make enterprises in an advantageous position among peers.This paper takes the management staff of F Company as the research object,and focuses on the compensation of management staff.First of all,a comprehensive investigation is conducted on the compensation status of employees of F company’s management position by using the copywriting survey method,and the key process of compensation management of employees of F Company’s management position is sorted out.Further,questionnaire survey and on-site interview were used to systematically analyze the salary problems of employees of F company’s management position,and it was found that there were problems in the salary management of employees of F Company,mainly including the lack of salary competitiveness and fairness,unreasonable salary composition,lagging salary adjustment,and insignificant salary incentive effect.Analysis of the causes,mainly include the lack of compensation strategy,compensation structure planning calculation is not in place,compensation management methods and technology backward,lack of awareness of compensation incentive,etc.Finally,in view of the above problems,the corresponding countermeasures are put forward,such as constructing competitive and fair compensation,optimizing the compensation structure,constructing dynamic compensation adjustment mechanism,and strengthening the incentive function of compensation.In order to ensure the implementation of optimization,measures are put forward from the aspects of organizational guarantee,cultural guarantee and assessment guarantee.It aims to improve the salary satisfaction of employees in F company’s management positions,so as to mobilize the work enthusiasm of the in-service managers,reduce the dimission rate of managers,attract more talents to join the company and enhance the core competitiveness of the company.