Study On The Compensation System Optimization Of Company QRL

With the continuous change of the international and domestic situation,the market competition is more and more motivated,enterprises have to continue to optimize the relevant system supporting the enterprise strategy according to the change of the environment.As an important supporting part of the strategic framework of the enterprise,the management of the compensation system is the incentive factor that directly affects the motivation of the employees in the human resources management of the enterprise,and it is also the key force for the enterprise to win high-quality talents and obtain the market competitiveness.QRL Company is a state-backed high-tech enterprise which is established in 2018,mainly engaged in hydrogen fuel cell system business.As the fourth batch of mixedownership reform pilot enterprises of the National Development and Reform Commission.Listing is the primary goal of the company’s strategic development.In recent years,with the rise of hydrogen energy industry,as a technologically leading industry,the demand for talents has become hot.QRL companies are under the yoke of state-owned enterprises system,compensation system still maintains the original management way,the total wages,salary structure,incentives,such as professional channels,the company human resources,lack of energy,external competitiveness is far lagged behind the industry benchmarking enterprises,other internal backbone brain drain phenomenon more obvious,unable to support the company’s existing strategic objectives.In order to help QRL company stabilize the existing talent team and obtain more high-quality talents,it is necessary to design and optimize the existing compensation system of the company.Firstly,by means of questionnaire survey,personal interview and data analysis,the existing human resources situation of QRL is investigated and analyzed,especially the problems in the salary system are deeply understood.It is found that the problems of the company’s compensation system mainly exist in the aspects of corporate culture,compensation structure,incentive methods,job responsibilities and career channels.These factors are the important reasons for the backward compensation management system,weak external competitiveness of human resources and the lack of market competitiveness of enterprises.The design and optimization of the salary system of QRL company mainly includes adjusting the salary structure of the company,designing different fixed and floating ratio salary,and replacing vertical salary with broadband salary model.Diversified incentive methods,including special award,professional title allowance,equity incentive,etc.Combined with the job demand and the actual situation of the employees to reorganize the company’s post structure;Set up a dual channel career development mode of technology and management;Finally,the optimization design results of the compensation system will be implemented in the process of compensation reform and timely obtain feedback from employees.Through the optimization design of the compensation system,providing a good corporate compensation environment for the company’s internal talent stability and external high-quality talent introduction,and helps the company steadily achieve the strategic goal of listing.