Research On Optimization Of Salary System Of H Construction Company

The competitive advantage of an enterprise is the competitive advantage of human resources in the final analysis.In the field of construction industry,the urgent problems to be solved are how to obtain high-quality talents,how to retain high-quality and core talents,how to give full play to the maximum value of talents,and how to better meet the common needs of employees and enterprises.In this paper,the current compensation system of H Construction Company is selected to study.Firstly,the current research at home and abroad is reviewed,and the relevant contents of the compensation system are discussed in combination with relevant theories.Secondly,the paper collects and sorts out the basic information of H construction enterprise,analyzes the current situation of the compensation of H construction enterprise according to the results,and summarizes and analyzes the problems and causes in the compensation system of H construction enterprise through the data of questionnaire survey and other data.Thirdly,based on the above analysis,this paper proposes an optimization design scheme for the compensation system of H construction enterprise,aiming to optimize and improve the compensation system of the company,significantly improve the human resource management ability and accelerate the pace of enterprise development.The research proves that,after combing the human resources situation of the company and the operating status of the compensation incentive system,the main problem of the existing system in the concrete application is that the difference of job compensation is too large and there is no clear promotion channel;The performance pay is nominal and the performance appraisal mechanism needs to be improved.Corporate development dividend is not closely related to individual expectations.In view of these problems,this paper puts forward the compensation incentive optimization plan of H company,including job analysis,job value evaluation,compensation hierarchy design,employee compensation hierarchy positioning and employee compensation category determination,etc.In addition,it puts forward the guarantee measures for the implementation of the program from the aspects of organizational guarantee,system guarantee,culture guarantee,publicity guarantee and training guarantee.