Research On The Optimization Of Salary System Of Wuhan Shanxue Education Company

Establishing a sound compensation system is an important work for the human resources department of an enterprise,as well as an effective tool to maintain the stable and healthy development of internal employees in the enterprise management.Therefore,it is of great significance to construct a scientific and reasonable compensation system and realize the optimization of the organization by establishing a circular incentive mechanism.Wuhan good learning education company belonging to teach culture industry,after years of development and business precipitation has obtained certain result,as the company scale expands unceasingly,business booming,internal contradictions and conflicts increasingly exposed,employees enthusiasm is not high,talent introduction,difficult,serious internal friction,ultimately affect the quality of customer service,the enterprise reputation damaged,The imperfect salary system is one of the main reasons for the above problems.In this paper,the research work is carried out according to the idea of finding problems,analyzing problems and solving problems.Firstly,on the basis of clarifying the significance of salary system optimization to the future development of Wuhan Shanxue Education Company,the research situation at home and abroad is sorted out to clarify the important views of salary management theory.Secondly,it describes the development situation of the company and the current situation of the compensation system.Based on the statistical analysis of the questionnaire and interview data,it is found that there are three main problems in the current compensation system of the company: first,the unreasonable salary structure,second,the lack of salary competitiveness,and third,the imperfect salary adjustment mechanism.Thirdly,using the basic theory and method of compensation system design,it is concluded that the focus of the company’s compensation system optimization is to improve the compensation structure,improve the compensation level and optimize the compensation adjustment mechanism.The specific optimization content is as follows:(1)through the use of factor scoring method to grade the post so as to further determine the salary of each level of the post.The post salary is based on the broadband salary model,and the dual channel provides employees with promotion and salary adjustment opportunities,increases the length of service salary,and increases the educational salary.(2)Performance pay mainly highlights the principle of "reward based on performance",marketing part to improve part of the commission points and monthly team awards and individual advanced awards,functional departments to increase the proportion of floating salary and performance appraisal standard coefficient adjustment,management set quarterly performance appraisal.(3)Welfare is to pay more attention to non-economic content,including training,physical examination,team construction projects,can bring substantive experience and welfare for employees.(4)Salary structure adjustment improves the overall salary level,has a certain competitiveness in the whole industry,salary adjustment mechanism added an annual salary adjustment scheme,employees can apply for salary adjustment according to their own performance.The research results of this paper can effectively solve the problems existing in the salary system of Wuhan Shanxue Education Company,and also provide a certain reference for the salary management problems of small and medium-sized enterprises in the education and training industry.