Research On The Optimization Of Compensation System Of Middle Managers In YF Company Based On Broadband Compensation

The world is undergoing unprecedented changes unseen in a century.The global economic situation is extremely severe.The internal and external environment faced by enterprises is changing rapidly.The market competition is unprecedentedly fierce,and the forms of competition are diverse.The competition between enterprises is ultimately the competition for talents.The middle managers are an indispensable part of the talent team of the enterprise.They play a key role in the enterprise as a connecting link between the preceding and the following,connecting the inside and the outside.They are the bridge hub of enterprise management and the key to the long-term healthy development of the enterprise.If an enterprise wants to stand out in the fierce market competition,it must have a strong team of middle managers.But excellent middle managers are not born,which requires a scientific human resource management system as the support,in which the compensation management system is the core.Traditional Chinese enterprises,especially small and medium-sized private enterprises,often have an understanding of compensation management in the concept of "salary",the cognition of salary is not comprehensive enough,and the role of compensation system supporting enterprise development strategy is ignored.At present,there are some problems in the compensation system of small and medium-sized private enterprises,such as disconnection between compensation and enterprise strategy,low salary level,imperfect performance assessment,lack of incentive,etc.Scientific optimization and design of the compensation system has become an important management content for small and medium-sized private enterprises to enhance market competitiveness and attract talents.This thesis selects the compensation system of middle managers of YF Company as the research subject.YF Company is a small and medium-sized private enterprise in a period of rapid development.At present,the main strategic goal is to rapidly increase revenue and expand business scale.However,there are many problems in the compensation system of the company,which cannot keep up with the pace of development of the company and cannot support the development strategy of the company.This study uses the method of personnel interview and questionnaire analysis to analyze and sort out the problems existing in the compensation system,namely,unreasonable salary level and structure,lack of fairness and competitiveness of the compensation system,lack of incentive,mismatch between salary and strategy and other problems.On the basis of post analysis and post value evaluation,combined with the broadband compensation theory,the middle management compensation system of YF Company is optimized.Finally,safeguard measures are proposed from the perspectives of organizational guarantee,communication mechanism guarantee,publicity and training guarantee and performance management guarantee,so as to smoothly implement the optimized compensation system.This thesis hopes to optimize the compensation system of middle managers so that it can support the strategic development of the company,enhance the incentive of the compensation system,improve the working enthusiasm of middle managers,and make them contribute more to the long-term development of the company.The research of this thesis has clarified the salary demand of middle managers in Company YF,and on this basis,this thesis combined theory with practice,putting forward a specific plan to optimize the middle managers’ compensation system.The new scheme improves the working enthusiasm of employees,enhances the working motivation and cohesion of middle managers in the company,and also enriches the relevant application of the compensation system.It is hoped that the research conclusions of this thesis can have certain reference significance for other private enterprises of the same type.