Research On The Optimization Of The Comprehensive Salary Of The New Generation Of Employees In Company A

Along with the fast development of electronic commerce service,electronic commerce service companies are more dependent on The new generation of employees in the e-commerce service industry is increasing,and their gradual emergence as a major power in the sector,and continue to create value for enterprises.Salary is the most important factor to motivate employees.High salary satisfaction will result in a high degree of satisfaction in work,which will decrease the number of employees and increase the organization’s performance.Moreover,the next generation of workers attach importance to self-efficiency,and a well managed compensation system can enhance their self-efficiency.Self-efficacy is raised so that the next generation of staff will be able to meet the challenges and strive for success.In the last few years,however,SMEs have become more and more popular.They attach more importance to the salary of workers than to the non-economical ones,which influence the motivation of the salary,which leads to the high turnover ratio,poor well-being,and poor self-efficiency.So it has realistic meaning to apply integrated salary theory to improve the salary management of the new staff.In this thesis,the author applies documentary,investigation and interview to investigate the existing issues and reasons of salary management in A,and puts forward optimization countermeasures.Firstly,this paper makes a summary and analysis on pay management issues.New generation management based on document analysis.Then,by means of a questionnaire investigation and a managerial interview,we discover that there are some major issues in compensation management in company A:(1)the incentive of salary structure is insufficient,and the proportion of non-economic salary is too small;(2)Performance appraisal lacks human consideration,and the pressure of employee performance appraisal is too high;(3)Employee management ignores the psychological needs of the new generation of employees,and the intergenerational communication mechanism needs to be innovated;(4)The lack of career development guidance is not conducive to the improvement of employees’ self-efficacy.Based on the psychological needs of the new generation of employees,the paper discovers that it is possible to perfect the salary system of corporation,to reduce the loss of staff and to raise the self-efficiency consciousness.Specifically,the following management suggestions are put forward:(1)establish a mentoring system in the workplace and smooth intergenerational communication channels;(2)Carry out the division and management of position families and smooth the career development channel;(3)Pay attention to the development function of performance management and link performance with training;(4)Implement the concept of comprehensive compensation and enrich the non-economic compensation system to meet the needs of the new generation of employees.This study expects that the implementation of the above strategies can help enterprises form an efficient and stable workforce and ensure the sustainable development of enterprises.