Research On Optimization Of CF Company's Employee Compensation Syste

With the development of technology and the accelerated development of the trend of the global economy,the competition among enterprises is being more intensive.For this reason,human resources become valuable resources for business.Therefore,the importance of human resource management in enterprises is increasingly prominent in the new era.As the top priority of human resource management,salary management reflects the incentive strategy of enterprises to employees.Simultaneously,salary management is a growing concern for employees as well.Thus establishing a scientific salary system can promote and stable development of enterprises in the long term.In the traditional salary management scheme,salary management is the calculation of salary,which has limited incentive effect and poor flexibility.With the development of enterprises,if the calculation standard is not adjusted in time,it will become an obstacle on the road of enterprise development.A well-designed compensation management system should give consideration to both economic and non-economic salaries,take into account the individual needs of employees,reflect the individual value of employees and their relative value in the enterprise,to continuously stimulate employees’ enthusiasm for work and create more value for the organization.As a new technology company in the traditional state-owned enterprise group,CF Company is taken as an example for this paper to analyze the problems of the salary system faced by the company and discuss the optimization of the existing salary system.First,through salary questionnaires,interviews,and other methods,this paper deeply illustrates the current situation of CF Company’s salary system.and summarizes the fundamental problems of the existing salary system in three aspects by collation of data and other relevant materials.Based on data analysis,it finally summarizes the fundamental problems of the existing salary system in three aspects: job grade,salary system,and salary composition.After that,the paper uses the three-factor-evaluation method to evaluate the value of all jobs in CF Company,which solves the problem of value measurement between jobs;Using the broadband salary theory,we redesigned the salary grade and reorganized the salary structure to solve the problems of fairness and job promotion;Then,the original salary system is improved through the comprehensive salary theory,and other auxiliary salary systems and welfare systems are formulated to meet the needs of different employees.Finally,the paper analyzes the implementation effect of the optimized salary system and gives the guarantee measures at the system level personnel level.The practical value of this paper is mainly reflected in the following three aspects.Firstly,starting from the actual problems of CF Company,this paper gives a specific salary satisfaction questionnaire and analyzes the problems existing in the company’s salary system by using interview results and questionnaire data.Secondly,this paper designs a detailed job element evaluation form linking literature theories and practice.Meanwhile,it also gives the specific operable process of job value evaluation.Finally,I hope that through the optimization design process of salary system in this paper,including broadband salary grade design,salary point value calculation,and other specific operation processes,it can provide some reference and guiding significance for small and medium-sized enterprises in the operability of salary system optimization.The practical value of this paper is mainly reflected in the following three aspects.Firstly,starting from the actual problems of CF Company,this paper gives a specific salary satisfaction questionnaire and analyzes the problems existing in the company’s salary system by using the interview method and questionnaire data.Secondly,combining theory with practice,a specific job element evaluation form is designed,and the specific operable process of job value evaluation is given.Finally,I hope that through the optimization design process of salary system in this paper,including broadband salary grade design,salary point value calculation,and other specific operation processes,it can provide some reference and guiding significance for small and medium-sized enterprises in the operability of salary system optimization.