Study On The Optimization Of Employee Compensation System Of YXA Company

With the gradual implementation of the national policy of "mass entrepreneurship and innovation",more and more small and medium-sized private science and technology enterprises have participated in the wave of competition in the high-tech market.Besides the competition of scale,technology and market share among enterprises,the competition for talents has become more fierce.In order to recruit highquality talents,retain high-level talents and effectively motivate excellent talents,many small and medium-sized manufacturing enterprises human resources and management personnel are facing the two primary problems.As one of the core contents of modern human resources market management research,compensation system should be designed to consider whether it is scientific and reasonable,which directly affects employees’ work attitude,work ability and work efficiency,so as to affect the market competitiveness of enterprises.Chengdu YXA Technology Company is a small enterprise established in the double innovation boom.The company is small in scale,with annual sales revenue of about 10 million yuan,less than 30 employees and no professional human resources management team.The initial salary system of the company was built by imitating the salary structure of other companies.After several years of development,there are some problems such as unreasonable salary structure,unscientific salary mix,narrow salary promotion channel and single welfare form.Firstly,the thesis diagnoses the problems existing in YXA Company’s compensation system through theoretical discussion combined with management practice.Secondly,the basic work of human resource management is completed through job analysis and post value evaluation.Finally,through the optimization of salary level,salary structure,salary mix and salary promotion,the company has established a set of salary system suitable for its own development.The optimized compensation system is competitive externally and fair internally,so that employees’ working enthusiasm can be mobilized and the internal driving force of the enterprise can be stimulated,and the business strategic goal of the enterprise can be realized as soon as possible.