Research On Optimization Strategy Of Investment Consultant Salary Management Of GuangFa Securities Company

With the rapid development of Chinese capital market,securities companies have developed from the low-end business and economic business commission war to the investment advisory service and innovation service.The development of investment advisory business of securities companies affects the development process of capital market.Compensation management plays an active role in the development of securities companies,and manifests its prominent position in modern human resources management.Among them,the design of compensation scheme is the most important part of compensation management.A good compensation scheme can not only motivate employees,but also play a very important role in the realization of the company’s strategic goals.Talent competition is the core of enterprise competition.How to do human resource management well and attract and retain outstanding talents is of great practical significance to the operation and development of securities companies.Therefore,securities companies need to pay attention to the design and implementation of compensation management,formulate reasonable compensation plans,motivate and retain outstanding talents,and provide strong talent support for the sustainable development of the company.Based on the relevant theories of salary management,this paper designs specific measurement indicators from four aspects: salary policy,salary level,salary benefits and salary adjustment,and conducts a questionnaire survey on the status quo of the salary system of GF Securities investment consultants.A total of 204 valid questionnaires are obtained,and statistical analysis of the sample data shows that:The salary management of GF Securities investment consultant has the following problems: First,the salary management system is unreasonable;Second,the salary level lacks fairness and competitiveness;Third,imperfect welfare is difficult to retain outstanding talents;Fourth,the salary adjustment mechanism is not perfect.The reason lies in the lack of strategic orientation and fairness in the salary management of GF Securities,the neglect of the correlation between goal,work,performance and salary,the improvement and optimization of the salary system,and the lack of effective communication and feedback mechanism.To this end,the compensation management optimization plan is proposed from the aspects of optimizing the compensation structure of investment consultants,attaching importance to the compensation level to improve the fairness and competitiveness,constantly enriching the welfare of investment consultants,and improving the salary adjustment mechanism to achieve effective incentives.This article further from the organization,personnel and system of multiple dimensions,put forward the compensation management optimization implementation of the safeguard measures.The research of this paper is helpful for GF Securities to optimize the compensation management system of investment consultants,promote the overall performance of investment consultants,and also provide practical reference for other securities companies to optimize the compensation management system of investment consultants.