| In the current era of “Internet plus” business,Internet advertising platform is developing by leaps and bounds.There is no doubt that in the Internet companies,operational staffs are the major power to promote the updating of business model.The Internet companies need these operational staffs who are innovative and can consolidate resource and use compensation management system which is competitive,pluralistic and equitable to manage and motivate them.In the paper,Company A is the object of the research.According to the research on the compensation management of company A’s operational staff for advertising,the author found that factors which constrain the development of these people and optimizing countermeasures which is critical for the industry development.In this paper,the theory of total compensation,motivation-Hygiene theory and equity theory are addressed as well as the author’s investigations on compensation management.On the basis of theoretical research and literature analysis,the employees of the Operation Department of Company A as the object of the research.The questionnaire starts from different demographic variables,collects information from the dimensions of employee salary satisfaction and the rationality of salary structure composition,and analyzes the core problems in the salary management of company A’s operating employees.At the same time,through interviews,it further verifies the problems found,analyzes the causes of the problems,and finally proposes optimization countermeasures.The survey found that the compensation management of company A’s operating employees mainly had the following problems:(1)The backward salary evaluation mechanism led to a significant sense of unfairness;(2)The low proportion of employees’ floating salary affects their work enthusiasm;(3)Inadequate emphasis on non economic remuneration;(4)The rigidity of employee welfare management affects employee’s salary satisfaction.Aiming at these problems,this paper puts forward corresponding optimization countermeasures:(1)optimize the salary management system based on post analysis;(2)Optimize the salary structure and change from broadband salary system to post performance salary system;(3)Implement the flexible welfare system and strengthen the flexibility of welfare management.It is hoped that the compensation structure of the operating staff of Company A will match with the company’s strategy,and be consistent with the business objectives and job values through the optimization of compensation management.At the same time,it can also make the salary system maintain a certain degree of internal fairness and more suitable for the characteristics of company A’s employee structure,improve salary satisfaction,and provide guarantee for the rapid development of the company’s commercial advertising business. |
