Optimum Design Of Compensation Scheme For Front-line Production Staff In KD Company

In recent years,some private enterprises have encountered the problem of "shortage of employment and difficulty in recruiting workers" in their operation and development.Scientific and reasonable salary scheme can help enterprises stabilize and attract talents,and enhance the core competitiveness of enterprises.Based on the analysis of the current salary scheme and the results of internal and external surveys,this paper takes the salary scheme design of the front-line production staff of KD Company as the research object,finds out the problems existing in the current salary scheme and makes an analysis of the causes.With the theoretical tools of job evaluation and broadband salary,this paper carries out the optimization design of the salary scheme for the first-line production staff,dividing the first-line production staff into four categories and twenty levels,establishing a broadband salary system with four levels and five levels difference,adjusting the salary structure and the fixedfloating ratio of salary,adjusting the distribution mode of annual bonuses for production workers,and improving their performance.The effectiveness assessment system has increased the monthly assessment and individual performance assessment of production departments.According to different objects,different incentives are set up to meet the needs of different employees.The main conclusions of this paper are as follows:(1)The unreasonable salary schemes of KD company’s front-line production staff are as follows: the company has not established a dynamic salary adjustment mechanism suitable for the market;the senior level has not paid enough attention to the youth labor reserve;the salary schemes are not based on job evaluation,and the internal fairness is poor;the enterprises formulate performance appraisal around maximizing economic benefits.Indicators and assessment indicators are more rigid than flexible,while the role of cadres is emphasized while the role of general production workers is neglected.(2)The longterm development strategy and actual situation of enterprises,as well as the external economic environment of enterprises,should be fully taken into account in the optimization design of salary schemes for front-line production staff,and the relationship between enterprises and employees,enterprise development and economic environment should be well handled.Guided by the company’s development strategy,through optimum design to solve the problems existing in the salary scheme,guide employees to integrate their personal development goals with the enterprise’s development strategy organically,so as to stabilize the existing talents,attract more talents and solve the problem of enterprise employment.(3)An objective and scientific job evaluation can fairly reflect the relative value of each post and solve the problem of internal inequity.The work enthusiasm of the front-line production staff is not only related to the actual remuneration of the individual,but also to whether the employees feel fair in the distribution of remuneration.(4)Broadband salary design plays a certain role in improving the salary level of front-line production staff.Employees can get more opportunities to improve their salary level by improving their abilities and performance appraisal results,so as to improve the enthusiasm of front-line production staff.