Research On The Optimization Of The Salary System Of Middle Managers Of SJDT Auto Products Company

With the rapid development of China’s economy and changes in the corporate system,the function of the Human Resources Department has become increasingly prominent.How to build a perfect and scientific compensation system to stimulate employees’ work enthusiasm and meet their personal value,and then enhance the company’s core competitiveness,centripetal force and cohesion,is an important issue that companies need to solve urgently.In the analysis of the company’s questionnaire survey,it is found that the salary issue is the main factor leading to the loss of middle managers in the company,how to strengthen the stability of middle managers and improve the company’s salary system is also a necessary condition for the smooth transformation of the enterprise,the departure rate of middle managers has been persistent,and has become a "bottleneck" that restricts the development of the company.".Therefore,it is urgent to adopt scientific human resource management countermeasures to crack this dilemma.The core content of this paper is to take the middle management compensation system of SJDT Automotive Products Company as the research background,and analyze the current middle management compensation system of the company in depth.The problems derived from the analysis include: unreasonable salary structure,lack of job analysis and job evaluation,lack of market competitiveness in salary,lack of incentive in salary,and mismatch between benefits and needs.The reasons for the above problems mainly include the disconnection between the compensation system and the corporate strategy,insufficient specialization of human resource management,insufficient attention to the incentive of compensation,lack of compensation communication,and imperfect performance appraisal system.On the basis of the above analysis,the optimization plan of middle management compensation system of SJDT Automotive Products Company is proposed from three levels of objectives,principles and strategies respectively,which mainly includes: adjusting the compensation structure of SJDT Automotive Products Company and optimizing the compensation level;combining human capital theory and hierarchy of needs theory,the compensation system of middle management positions of SJDT Automotive Products Company The compensation system of middle management positions in SJDT Automotive Products Company was optimized by combining human capital theory and demand hierarchy theory.This ensures the internal fairness,motivation and external competitiveness of salary,motivates employees,retains talents for the company,and reduces the recruitment cost,training cost and trial and error cost of new employees at the beginning of their employment due to talent loss.It helps SJDT Automotive Products to maintain its competitive advantage in talent and ensure the company’s steady development and ultimately achieve its strategic and operational goals in the face of changes in the automotive industry and shortage of talent resources.Therefore,this paper proposes some countermeasures on these issues and takes measures that can effectively motivate middle managers,avoid talent loss,and ensure its competitive advantage in the region and industry.In addition,it can help similar local private enterprises to learn from SJDT Automotive Products Company,improve their own salaries and benefits,promote better and faster development of the manufacturing industry,and contribute to the local economic development.