Research On The Improvement Design Of Compensation System In G Company

With the prosperity of the global economy and the rapid development of the domestic economy,talents have become a valuable resource for the market to compete for.More and more enterprises have begun to realize that a scientific and reasonable compensation system is very important for human resource management and enterprises to obtain a favorable position in the market competition.In order to promote the effective implementation of corporate strategic planning and business strategies,more enterprises have begun to invest more resources in the construction and management of the compensation system.G company landing ’14th Five-Year’ strategic planning process,the company is facing the traditional business efficiency,optimize the operation,the rapid expansion of new business,rapid occupation of the market.Traditional business needs to further enhance the management ability,management ability,continuously improve the efficiency of personnel,equipment,improve the efficiency of capital operation,strengthen the market recovery and dismantling of marketing personnel business ability,new business development needs to increase the introduction of technology research and development talents and industrial talents.In reality,due to many problems in the compensation management system,the company’s employee compensation satisfaction,talent retention and introduction and employee performance output have caused corresponding problems.A series of related problems caused by the compensation system have become important issues of concern to the management.On the basis of studying,summarizing and analyzing the relevant theories and research results of compensation,strategic compensation management,compensation system and system design in China,this paper makes a problem diagnosis of the current compensation system of G company by combining with the data research of G company’s current compensation system,questionnaire survey and interview.After analysis,it is found that there is insufficient fairness of compensation structure,weak competitiveness of compensation level and weak incentive of compensation composition.The main reason is that there is no clear and clear compensation strategy based on the company’s strategy and business strategy.The compensation system construction has not carried out scientific job value evaluation and job system combing,lack of compensation level related market research and positioning,and no scientific and reasonable compensation composition design.In view of the above problems and reasons,this paper carries out the job system combing work and applies the Mercer job value evaluation tool to evaluate the job value,investigates the compensation level of the industry and regional market,repositions according to the differences of business,job category and job sequence,sorts out the existing compensation composition projects,carries out differentiated combination design according to the job category and level,and strengthens the performance appraisal management.The compensation structure design,compensation level positioning and compensation composition of the company’s compensation system are optimized.From strengthening the company’s compensation culture and values propaganda,organizational support,management attention,grass-roots management personnel management training,employee supervision and participation and other aspects of improvement,to ensure the improvement of compensation system and the effective promotion of compensation management.