Research On Compensation System Optimization Of HCH Decoration Co.,Ltd

With the acceleration of the economic development and the urbanization process,it has further promoted the development of the building decoration industry.At present,the number of decoration enterprises in China is large,and the market competition is fierce.In the information age,the building decoration industry is developing in a new direction of intelligence,and the human resource characteristics of the decoration industry are moving towards intelligence-intensive.Human resource management needs further reform to promote the long-term and stable development of enterprises.In addition,due to the change of the employment concept of the new generation of young employment groups,the stricter management requirements of national environmental governance and other industries,and the impact of COVID-19 on the building decoration industry,the overall development of the building decoration industry is more and more limited,and the competition is more and more fierce.Previous decoration enterprises adopt extensive compensation management mode,compensation structure setting for simplification,compensation incentive effect is not strong,most small and medium-sized decoration companies did not establish a scientific and reasonable compensation system,with the change of the market competition environment,the company’s original compensation system to a certain extent will hinder the development of the enterprise.The compensation system of HCH Decoration Company also exists in this paper.With the continuous standardization of the national building decoration industry,the building decoration industry is gradually becoming standardized and orthodox,and the project scale and difficulty of the project are also increasing with the change of the market economy.The current salary system of HCH decoration company needs to be further adjusted and optimized to help the company retain and attract talents.This paper to HCH decoration company as the research object,using literature research,data analysis,questionnaire survey,interview and other methods to HCH decoration co.,LTD.,the study of the company’s compensation system and development strategy,lack of fairness,transparency and long-term incentive effect,salary level,these problems lead to the lack of scientific salary system.After the author’s investigation and research,the reasons find out that the company’s salary system is not standard,the post value evaluation is not good,the salary performance appraisal is not perfect,and the importance of benefits and welfare is ignored.Based on this,this paper,guided by the fairness theory,two-factor theory and broadband compensation theory,optimizes the company’s compensation system according to the compensation system design principle and the post performance compensation model,and mainly puts forward optimization countermeasures from the aspects of compensation structure adjustment,optimization of basic compensation,performance compensation,welfare and so on.At the end of the article,the safeguard measures for the implementation of the relevant scheme are proposed from the three aspects of organization,system and corporate culture atmosphere to ensure the smooth implementation of the salary optimization scheme.This paper provides a targeted optimization scheme for the compensation system problems of HCH company,which will not only help enterprises to solve the current compensation system problems,but also help HCH company to improve its compensation management level,and also provides reference and reference for enterprises in the same industry.