Research On Total Compensation System Of G Company

In the process of the development of knowledge economy,talents are becoming the backbone of enterprises.As the post-80 s,post-90 s and even post-00 s enter the workplace one after another and become the main force of the workplace,the new generation of knowledge workers is increasing,which injects fresh blood into the enterprise and leads the enterprise to obtain greater benefits.Although the arrival of fresh blood appears that the enterprise is more dynamic,it also brings management problems to the enterprise.Different from the obedience of employees born in the1970 s,new employees born in the 1980 s and 2000 s have distinct personalities,selfvalues and low "loyalty" to the enterprise,which leads to frequent resignation.As a result of advanced thinking,they do not obey the arrangement of the enterprise very much.Since the reform and opening up,the attention to the psychological contract between enterprises and employees has been widely applied in various studies.Human resource management gradually put emphasis on how to optimize the overall compensation system from the perspective of psychological contract.Based on G company as the research sample,this paper research and explore the new era of knowledge-based employees,adopt questionnaire investigation and interviews with management in two ways is analyzed,based on SPSS statistical software for comprehensive compensation system to systematically study,sums up the G company employees on differences in three dimensions of comprehensive compensation system,such as economic compensation without external competitiveness,Employees are not satisfied with promotion opportunities and learning opportunities,and they have poor experience of recognition and respect.And put forward targeted optimization countermeasures such as: the establishment of skillbased post wages,the implementation of profit sharing plan,the establishment of flexible welfare points system,the establishment of staff career management and the implementation of digital learning plan.Psychological dimension is an implicit internal demand,which needs differentiated optimization,such as improving communication channels,appropriately delegating decision-making power,strengthening team building and implementing flexible working system to integrate employees with the enterprise,motivate employees’ enthusiasm for work,better devote themselves to work,and ultimately achieve organizational and personal goals.