Research On The Optimal Design Of Compensation System Of A Company

With the development of market economy and the continuous improvement of people’s material life,talent selection has changed from the traditional one-way selection of enterprises to two-way mutual selection of enterprises and talents.How to gain advantages in the fierce market competition and retain talents has increasingly become an important issue in enterprise management.The importance of enterprise salary management has been gradually recognized by everyone.The enterprise salary system has also become an important chip in the enterprise talent competition.It is particularly important for enterprises to change the traditional salary management concept,continuously improve the management level,and establish a scientific,human and perfect salary system.On the basis of consulting a large number of mature theoretical research materials of the salary system at home and abroad,this paper systematically expounds and analyzes the overall situation,existing problems,organizational structure,personnel structure and other aspects of company A,and makes a detailed analysis of the salary system of company A.Through questionnaires,interviews and other forms,this paper summarizes the problems existing in the salary system of company A,such as low salary level,unreasonable salary structure,lack of incentive in performance salary,and no welfare salary.It summarizes and extracts the main causes of the problems.According to the operation characteristics,employee structure and characteristics of company A,and on the basis of the original salary system scheme of the company,it puts forward an optimization scheme that subdivides the basic salary grade,links the post salary with the working years and assessment results,links the performance salary with personal work performance,and increases the welfare salary,which is of great significance to the actual operation status and long-term strategic development of the enterprise.On the basis of the optimization of the salary system,this paper puts forward practical guarantee methods to ensure the realization of the optimization objectives,and expounds the specific steps of the implementation of the scheme,and how to further correct the deviation and take specific measures in the implementation process,so as to ensure all links of the salary optimization from the system mechanism to the implementation and operation.At the same time,through the implementation of this paper in company a,Provide reference for other companies in the same industry,and provide valuable experience for promoting the modernization of enterprise management.