Research On The Design Scheme Of Broadband Compensation System In CH Company

After the reform and opening-up,the real estate industry has become one of the fastest-growing industries.But in recent years,with the implementation of the national policy of “Housing not speculation,real estate bubble”,the real estate industry has gradually slowed down.Under the background of increasingly fierce competition,keeping excellent talents has become the core competitiveness of enterprises.The Compensation Strategy and system is an important measure to attract,retain and motivate talents,and also an important magic weapon to improve the human resource strategy and organizational efficiency.This paper takes a small and medium-sized real estate enterprise-CH Company’s compensation system as the research object.Through questionnaire survey,employee work behavior observation method,core personnel interview method and other methods,the company’s salary level,salary system,salary function and other aspects are investigated and analyzed,and the main problems are found according to the current situation: 1.The overall satisfaction of employees’ salary is low 2.Poor sense of fairness in salary distribution;3.Low incentives for outstanding core talents of the enterprise and high turnover rate;4.Uncompetitive salary levels in the external talent market;5.Poor rationality of salary structure;6.Neglecting individual needs of employees Wait.After analysis,it is concluded that the main reasons for the salary problem are: ignoring the external salary level survey,and the overall salary level of the enterprise does not adjust with the market changes.At the same time,under the flat organizational structure of the enterprise,the salary scale has no flexible broadband,ignoring the correlation between salary and performance,salary and employee skill level,and cannot meet the salary growth expectations of outstanding professionals.3.The job value has not been scientifically and comprehensively evaluated and analyzed,and the salary cannot reflect the job value,etc.Therefore,in order to solve the problems that have been highlighted above,it is necessary to re-create a salary system that meets the needs of business and management,so as to escort the company’s more stable and rapid development.Based on the study of broadband salary theory and successful cases of enterprises using broadband salary system,combined with the current characteristics of CH company,according to the post value evaluation method and fully combined with the internal and external human resource conditions,the scientific research on the salary scales of different job sequences in the enterprise is carried out.It also elaborated on the institutional guarantee and organizational support required for the implementation of the broadband compensation system,designed a broadband compensation system that can support the strategic needs of the enterprise development,and solved the organizational problems caused by the lag of the compensation system.In the optimization design of the compensation system,taking the broadband compensation theory as the main system framework,it is expected to bring new ideas and methods to CH company compensation management and even human resource management,which can improve the overall efficiency of the organization and provide an effective guarantee for the strategic development of the enterprise.