| Compensation system management is one of the core content of enterprise human resources management,Reasonable and scientific compensation management system as the key to attracting talent measures,can stimulate staff’s work enthusiasm,for the realization of individual value and enterprise development.Along with the advance of science and technology and application,system integration type of science and technology enterprises in the digital transformation,the informationization construction plays an important role.It also makes the system integration enterprise is faced with new challenges and opportunities,to optimize their own compensation system,in order to better attract,retain,motivate talented people and remain competitive.Especially this type of enterprises need to constantly recruit and train highly qualified technical personnel,in order to meet the market demand and customer requirements.These technical personnel often have high salary expectations and requirements,So you need to optimize the compensation system,improve the level of pay and benefits,in order to attract and retain the talent.This article will TD tech companies as the research object,Firstly expounds the salary and compensation system,incentive theory and other related theories,the TD tech companies pay system reform of theory basis.Secondly,based on company actual,through interviews,questionnaires and so on comprehensive understanding of the present problems of the compensation system,and analyze reasons.Then,through the market pay level survey of TD company pay reasonable positioning,tailored to fit the development of TD tech companies of broadband salary.In the process of design optimization,First,combining with the question of company currently adjusted company’s organizational structure,and determine the compensation system optimization of design principles and ideas,laid the main guidelines for system optimization.Secondly,through job analysis,job description of each position is determined,Hay position evaluation selected method of post evaluation,The construction of a reasonable value system,establish compensation level based on this,post wage levels are determined.Then,by EVA bonus pools optimize the annual bonus distribution,to strengthen the value and contribution to the company’s profitability and individual enterprises,have good incentive effect,at the same time,establish the staff appraisal mechanism,provide the basis for staff promotion,adjustment.Finally,based on the actual situation of TD tech companies,put forward the optimization from four aspects of safeguard measures,including team building and institutional building,publicity training and implementation of security,dynamic adjustment and revised timely,regular feedback and timely communication.Compensation optimization design help TD tech company in the future the good compensation management development to realize the continuous development of,to ensure that the enterprise has a stable,high quality talent team,enhance the competitiveness of TD technology companies in the market,to provide reference and feasible Suggestions for other similar enterprises. |
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