Research On The Compensation System Optimization Of Middle Managers In F Corporation

In recent years,China’s small and medium-sized private enterprises develop rapidly,in order to better promote the rapid and healthy development of enterprises,talent has become an important resource for enterprises to compete for.Middle management personnel mainly serve as the head of each department in the enterprise,and shoulder the responsibility of communicating between the senior management and the grassroots employees,decomposing and deploying the enterprise strategy and policies,and arranging specific tasks.They are the indispensable backbone of the enterprise.With the increasingly fierce market competition environment,the resource reserve of middle managers has become an important measure to ensure the core competitiveness.As an important part of human resource management,compensation management plays a vital role in attractingreserving,motivating and training talents.It is an important way to realize the strategic goal of the enterprise to make use of the modern salary management concept,take performance appraisal as the orientation,provide fair and reasonable salary for employees,give full play to the incentive effect of salary on middle managers,and ensure the full play of middle managers’ roles in the enterprise.Therefore,the study on the compensation management system of enterprises and the periodic optimization and adjustment of it are conducive to gathering excellent middle management talents for enterprises,which is very beneficial to the overall strategic development of enterprises.Based on F company’s middle management as the research object,the clear F,on the basis of the basic situation and development planning through questionnaire and interview methods such as internal and external compensation information and management status,salary management strategy in the compensation management in conformity with enterprise strategy,compensation Settings lack of enough positive incentive,performance evaluation application analysis,low staff motivation problems,and in accordance with the concept of total compensation management,from the compensation strategy,compensation system and compensation daily management three aspects put forward the optimization and improvement direction and content,increase the non-monetary compensation ratio,the better fusion performance appraisal and compensation design.Through the optimization of F company’s salary management system for middle managers,it is hoped to improve the salary satisfaction of middle managers,stimulate their work initiative and better serve the development of the enterprise.At the same time,it can also lay a solid foundation for the optimization of the future salary management system for all employees of the enterprise,and also provide useful reference for other small and medium-sized enterprises in the same industry.