| In today’s social development,manufacturing industry is a pillar industry,which affects people’s life and social economy to a great extent.With the gradual transformation of planned economy into market economy,manufacturing enterprises are constantly adjusting their operating mechanism,and the principle of salary distribution is also changing.At the beginning of 2005,P Company was established,covering manufacturing,RESEARCH and development,marketing and other businesses.After years of trials,the manufacturer is far ahead in relevant fields in the world at present.With the expansion of enterprise scale and the continuous optimization of strategy,the deficiencies of the previous compensation system have become increasingly prominent.Therefore,P Company needs to optimize its compensation system as soon as possible.In this paper,based on the domestic and foreign many research,discusses the composition of the P company production operation department pay system,horizontal,satisfaction,and the optimized design related issues,to further understanding the specific operation mechanism of compensation system of the help,to expand and improve the research theory and methods,as well the corresponding coping strategies to optimize the compensation system design.First,based on the in-depth interpretation of some concepts and theories related to the staff and salary system of the production and operation department,the level,strategic objectives and structure of the salary system of the production and operation department of P Company are analyzed.Secondly,by means of a questionnaire,it is found that the salary system lacks a high degree of satisfaction on the whole,and the problems in the salary system are summarized.The problems include not enough openness and transparency of the compensation system,not properly setting the compensation structure,serious deviation of the salary level from the average of the labor market,inconsistent standards of performance evaluation that make incentives unable to play a role,not scientifically setting the compensation level,and not promoting the compensation management from the perspective of strategic planning.Thirdly,design a new compensation system for P company’s production and operation department from the perspective of salary structure,system and performance,so as to better motivate the department,reduce the staff turnover rate and work more efficiently.This paper analyzed from various angles P company production operations pay system,to discover what problem,cause the cause of the problem,what are the factors,such as to give compensation system based on optimization and adjustment,build corresponds to the compensation management system and enterprise development,to be able to recruit and retain good talent,make the enterprise occupy the initiative in the competition. |
