Research On The Optimization Of The Compensation System For The Project Manager Department Of QY Engineering Design Company

In recent years,most large engineering design companies in China have gradually transformed into comprehensive engineering companies.Their industry chain has grown,their market has expanded,and the number of positions in the company has increased,making it difficult for the existing salary system to meet the existing job settings.As a result,the salary satisfaction of company employees is generally not high,and their work enthusiasm is low and their turnover rate is high.In order to optimize the compensation system of the engineering design company and improve employee satisfaction with compensation,this study takes QY Engineering Design Company as an example to optimize the compensation system of its project management department.Firstly,conduct a survey and evaluation of the satisfaction with the compensation system of the project management department of QY Engineering Design Company.Based on literature and employee interview methods,a company employee compensation satisfaction evaluation index system and evaluation method were established,which includes 5 secondary indicators and 18 tertiary indicators;And a survey questionnaire method was used to investigate and analyze the satisfaction of the project management department of QY Engineering Design Company with regards to salary.A four part graph model was used to analyze the satisfaction of the salary system,salary level,salary improvement,salary fairness,and welfare level.It was found that the salary satisfaction of the project management department of QY Engineering Design Company ranges from general satisfaction to satisfaction,and the salary system still needs to be optimized,Among them,indicators such as salary system,welfare level,and salary fairness have a significant impact on overall salary satisfaction.Secondly,identify and analyze the salary system issues and their causes in the project management department of QY Engineering Design Company.Using research methods to explore the problems in the compensation system of QY Company’s project management department from five aspects: salary system,salary level,salary improvement,salary fairness,and welfare level;And analyze the reasons for the problems,providing reference for the optimization of QY Company’s salary system.It was found that the salary system of QY Engineering Design Company’s project management department is incomplete,with low salary levels,limited opportunities for salary improvement,poor salary fairness,and insufficient welfare levels;The reasons for the above problems are that managers do not attach enough importance to the designated salary system,the competitiveness of the salary market is insufficient,the elasticity of salary incentives is insufficient,the phenomenon of salary inversion is serious,and the design of welfare projects is unreasonable.Once again,optimize the compensation system of QY Engineering Design Company based on the above analysis.Analyze the optimization ideas,principles,and steps for optimizing the compensation system of QY Company’s project management department using the Heinz evaluation method;Ranking the job values of the QY project management department based on the Heinz evaluation method;Based on the evaluation results of job value,the job level,salary level,and salary structure of QY Company’s project management department were optimized.The optimized results showed that the higher the position,the higher the annual salary level.Among them,the team leader had the highest annual salary level,ranging from around 167000 yuan to 189000 yuan,while other auxiliary management personnel had the lowest annual salary level,about 52000 yuan;The team leader,project development manager,project manager and project manager adopt the annual salary system,and professional technicians and ordinary employees adopt the post Performance-related pay system.Finally,formulate guarantee measures for optimizing the compensation system of QY Company’s project management department.In order to ensure the smooth implementation of the optimized salary system in QY Company,this study proposes five safeguard measures,including: strengthening institutional protection by management,strengthening market competition within the industry,strengthening the company’s flexible incentive mechanism,strengthening corporate culture protection,and strengthening welfare protection.