Research On Optimization Of Salary Management System Of D Compan

In order to achieve healthy and rapid development and obtain comparative advantages,enterprises need three core capabilities,which are the enterprise management capability,the enterprise human-resource-coordination capability,and corporate culture-cultivation capability.The foothold of these three competencies is in the employee.Remuneration is not only the employment cost of the enterprise,but also a means for enterprise to allocate various resources effectively.Meanwhile,remuneration is not only the way for employees obtaining the means of subsistence,but also the embodiment of their personal values as employees in the enterprise.Remuneration management system is quite important for both enterprises and individuals.Relatively speaking,private enterprises have a more flexible remuneration management mechanism,but also have a higher sensitivity to salary economy.How to optimize the remuneration management system continuously,improve the external competitiveness and internal fairness of the remuneration,and harness the salary health care and incentive functions are important issues that must be considered in the process of realizing the strategic objectives of the enterprise.This paper takes D Company,a private enterprise in the communication network technology service industry,as the research object,and tries to use the equity theory and the two-factor theory to optimize the remuneration management system of the company.In order to have a more comprehensive understanding of the current remuneration management system of Company D,this study uses "Remuneration satisfaction survey as entry points,and analyzes the problems in the remuneration management system of Company D through methods like data-sorting,interviews,questionnaires,etc.Through the research,it is found that D company has these problems: First,due to the lack of external competitiveness of the company,the staff turnover rate is high;The second is that the existing salary system and the characteristics of employees’ positions are not matched,which cannot reflect the internal fairness comes with the remuneration management;The third is that wages fluctuate greatly as enterprise benefits are single,which leads to the insufficient guarantee function of the salary system;The fourth is that the promotion pathway of employees is not smooth as well as the advancement of professional ability is slow,and the incentive function of the remuneration management system is not played.In view of the above problems,It is continued to put forward optimization plans and measures for the compensation management system of Company D in the text through combining equity theory and two-factor theory.First,applying the mixed remuneration strategy and implement regional differential compensation to meet the external competitive needs of the compensation system;Second,improving the internal fairness of the remuneration system through job analysis,job evaluation and grading;Third,adjusting the salary structure by increasing comprehensive accident insurance,transfer subsidies and other ways to promote the role of health factors in the salary system;Fourth,Using the ways of promotion channels expanding,employee training increasing and others to promote the incentive role of the remuneration system.In addition,security measures should be proposed in terms of organization,mechanism,funds and culture.The research results and process of this paper can provide certain reference for enterprises with the same industry,type,business characteristics and employment characteristics.