Optimization Of The Total Compensation System For Junior Staff Of C Company

At present,with the deepening reform of state-owned enterprises,the reform of three systems is the important,difficult and long-term task in the reform of state-owned enterprises.C Company is a central enterprise,mainly engaged in international aviation logistics business.Junior staff is the main productivity.In the current increasingly fierce market competition,in the face of diversified employee needs and the urgent requirements of the implementation of the company’s 14th Five-Year Strategy,C Company takes efforts to stimulate the endogenous motivation of employees,release the vitality of the enterprise and optimize the allocation of human resources and vigorously advocates the company culture.The research starts from the theory of total compensation,and systematically studies the current research status and theoretical basis of total compensation and relevant theories by reviewing and studying the literature,journals and academic papers of domestic and foreign experts and scholars.It also designs a questionnaire for the junior staff of C Company and organize an interview with staff from different position levels.Through the methods of interview and questionnaire,we find out the problems in the design of comprehensive compensation system of C Company and analyze them in depth,and find that C Company has problems such as the salary level cannot keep up with the external market level and the unsatisfied sense of fairness in salary distribution,the unclear promotion mechanism of employees,and the lack of workforce.Combined with the comprehensive compensation theory,in response to the above problems,this research determines the optimization ideas of the comprehensive compensation system of C Company,and proposes optimization measures such as the optimization plan of the compensation standard system,the design plan of the integrated job system,the optimization plan of the performance management,the establishment of the project system,and the implementation of the practical training of talent rotation.To safeguard the successful implementation of system,the research proposes measures which include the application of corporate culture communication,the use of supporting systems and risk control,the establishment of implementation team as well as the dynamic assessment and feedback mechanism.All in all,the research combines the corporate characteristics and strategic objectives of C Company with the optimization design of comprehensive compensation system,which can target the institutional mechanism and needs of junior staff in C Company,It is an important reference for the unit system where C Company is located.Through the mechanism innovation of this study,it can help strengthen the high-quality construction of the company’s talent team,break the barriers on talent growth,and create more opportunities talents,which can help the company to build a talent highland and form a competitive advantage of talents.