Optimization And Design Of Salary System Of D Company Headquarters Based On The International Position Evaluation

In recent years,the competition of enterprises in the communication industry has become increasingly fierce,and the competitiveness of enterprises is not only reflected in the competition for business area and scale,but also in the competition for talents.After three years of the epidemic,enterprises should seek steady progress,stabilize good employees,and attract new talents.Considering employees from the 70 s to 90 s pay more attention to personal income,so in order to maintain the competitiveness of enterprises for talents,it is necessary to comprehensively improve the attractiveness of salary to talents.This largely depends on whether the company’s salary level is advantageous,the amount of bonuses,whether the salary structure is reasonable,whether the salary management is standardized and legal,when to adjust salary,how much to adjust,position promotion path and so on.In the final analysis,these aspects of remuneration should be realized in human resources works such as job analysis,job value evaluation,job level division,salary system design,and salary system implementation,or reflect what kind of remuneration concept the enterprise holds for different employees.Compensation management is an important part of enterprise human resource management,and a sound compensation management system is based on many detailed work results.If you want to establish a scientific and sound salary management system,you need to rely on many supporting work under this system,such as job analysis,job evaluation,salary survey,etc.The quality of these basic human resource management work determines the quality of the compensation system,and also directly affects the effect of salary management.The design of the salary system is related to the value exchange between employees and the enterprise,and also directly reflects the company’s own remuneration values.This thesis uses the theoretical knowledge and management tools learned in the MBA course,on the basis of studying the theories on compensation,compensation management,job value evaluation,etc.,takes the compensation system of Company D headquarters as the main discussion object,firstly makes a background introduction from the aspects of industry,enterprise scale,department post setting,personnel composition,etc.,and then conducts a salary satisfaction survey of the employees of Company D headquarters,and analyzes and diagnoses the current situation of the compensation system of Company D headquarters through the analysis of the survey results.Therefore,it is clear that there are problems in the compensation system and compensation management of Company D’s headquarters,such as insufficient job value assessment,disconnection between the pursuit of "fashionable" in system design and the actual situation of the company,backward salary level,and loss of implementation of compensation management systems such as compensation adjustments,and at the same time give the reasons for these problems.Based on this,it is proposed to design a compensation system based on job value by reshaping job value as the starting point and Mercer job value assessment method as a tool.As a branch of the company,the new compensation plan can provide a reference for the compensation optimization design of other branches of the company,and become an opportunity to ask for directions.