Research On The Optimization Of The Investment Consultant Salary Management System Of TS Securities

China’s capital market has experienced more than 30 years of development,from the establishment of the Shanghai and Shenzhen exchanges to the formation of the initial stock brokerage business,from the early construction of the preliminary framework of market supervision to the perfect development of today’s multi-level capital market,whether from the current number of listed companies,or from the perspective of investment and financing scale,China’s capital market has a considerable scale.Among them,securities companies,as brokers in the market entity,not only provide all kinds of investors with access to the capital market through a series of financial services,but also provide enterprises with a series of functions such as financing and optimal allocation of resources,which play a pivotal role in the capital market.With the improvement of various management systems in the capital market,securities companies not only carry out their own internal management standards as market participants,but also rely on the advantage of "near the water building platform first to get the month",successively land on the capital market,further improve the modern enterprise corporate governance structure under the requirements of the standardized management of listed companies,and enter a benign development stage.However,in terms of human resource management,due to the basic supply and demand relationship between customer groups and securities companies based on financial products,securities companies generally despise the existence of business attribute personnel to a certain extent.From the perspective of human resources management,it has caused a series of problems in personnel selection,employment,education and retention.The TS Securities company studied in this article has more or less problems with the human resource management of the investment advisory community.Therefore,on the basis of clarifying the relevant concepts of compensation management,this paper combines the in-depth understanding of human capital theory,fairness theory,Maslow’s hierarchy of needs theory and Herzberg two-factor incentive theory,and conducts in-depth analysis and research on TS Securities Investment Adviser’s salary management system through literature research method and questionnaire survey method,and finds that TS Securities Investment Adviser Salary Management System has problems such as low salary satisfaction,lack of performance process management,failure of job promotion mechanism,and weak long-term development willingness.As for the reasons for these problems,the author believes that the reasons are due to the lack of a unified salary adjustment mechanism,performance management is a formality,a single career development channel,and the lack of long-term incentive mechanisms.Therefore,in view of the above problems,the author optimizes the salary management system,performance management system,job promotion mechanism and long-term incentive mechanism,and takes the organizational system,system process,execution ability and corporate culture as the implementation guarantee for optimization.Through the above research,it is hoped that it can provide reference for the company’s practical application.