Research On The Design Of Broadband Compensation System For Managers Of W Compan

In business management,compensation management is an important component.As companies develop at different stages,compensation strategies and systems need to be adjusted accordingly.Due to the short rise of the property industry,low-cost strategies are generally implemented,and a relatively reasonable salary system has not been established,which hinders the development and growth of enterprises.In order to ensure the sustainable development of enterprises,it is necessary to revise and adjust the salary system in a timely manner according to the actual situation.The research object of this thesis is Company W,which is a multi-format comprehensive state-owned property company.Most of the original business of Company W was resettlement housing,and the fee standards were generally low,and the requirements for property management were also low;In recent years,the company has gradually expanded office buildings,urban complexes,banks,parks and other projects,and at the same time integrated with another property in 2020,the company’s scale and business have doubled,the current salary system can no longer meet the needs of the company’s transformation and development,and the two properties integrate two sets of salaries at the same time,so the salary reform is imminent.Based on the actual situation of Company W,this thesis uses the key position interview method to find out the situation of Company W and the status and needs of employees,and then conducts online data survey anonymously through questionnaire survey method,analyzes the problems existing in the original salary system of Company W with the help of CNKI,external industry data survey,spssau analysis software and other tools,and finds that the original salary system of Company W lacks effective talents.Effective incentives and low pay elasticity.Based on the analysis results of the survey data and the existing development strategy,consider adopting a broadband salary system to increase the overall salary flexibility.In order to better reflect the fairness principle of broadband salary,the selection factor point evaluation method is based on job analysis and job evaluation,analyzes and evaluates positions,and formulates a more scientific and reasonable broadband salary system suitable for W company.Finally,corresponding safeguard measures are put forward from the four levels of leadership support,fund guarantee,establishment of supporting management system and improvement of publicity and training.This study aims to build a broadband salary system to better stimulate employees’ enthusiasm for work,combine employees’ personal planning and enterprise development goals,enhance the core competitiveness and sustainable development ability of enterprises,attract more capable and urgently needed manpower,and help enterprises transform and develop.It provides a meaningful reference for human resource managers in China who have similar confusion and change needs in salary management.In the design of the salary system of W company,the author came to the following conclusion: the salary strategy adopted by the enterprise at different stages of development should also be different,and the salary widens the salary range,which can motivate employees to continuously improve,which is more suitable for growing enterprises with limited promotion channels.At the same time,in the design of broadband salary system,great attention is paid to internal fairness,and job value evaluation,job ability evaluation,and scientific performance appraisal are the cornerstones of the internal balance of broadband salary,which is very important.