Optimization Design Of JC Company Salary System

The competition between the modern enterprises is the talent competition. More and more enterprises want to obtain competitive advantages through the management of human resource in the modern era. As one of the core themes of human resource management, the enterprise compensation management has become the most concerned part. Effective compensation management can solve a lot of problems, and play an increasingly important role in attracting, retaining, motivating, developing and inspiring the staffs, enhancing competitive advantages and achieving business strategic goals.In this paper, we study JC Corporation, a testing center for quality of construction engineering in Jiangsu. Based on the in-depth study of the corporation’s compensation status, and the problems exposed on the compensation management, we start the compensation optimization project by using the compensation incentive theories and compensation design methods, with analysis of JC Corporation’s development, human resources and their compensation status, then we put forward a set of dynamic and flexible and incentive compensation project with taking the JC Corporation’s strategy as a starting point, and basing on the post value. It plays a practical significance in improving compensation management for small and medium private enterprises in our country.In the past period of time, JC Corporation’s compensation system had mobilized the enthusiasm of the staffs, with the corporation’s economic efficiency increasing. However, along with the fiercer market competition and constant changing of the corporation’s internal and external situation, the old compensation system could not be suitable for the current situation, which has already led to a lot of problems in human resource management.Through the optimal design for post sequence, the project has broadened the growing space for the professional and technical personnel and achieved the dual-channel and parallel development of management and technology. While taking post contribution into account, more room in compensation promotion has been left to the staffs by using scientific post value evaluation, combined with broad-hand structure. We attempt to increase the attractiveness of welfare programs and satisfaction through flexible benefits system. According to the characteristics of JC Corporation’s staffs and the comprehensive compensation theory, we propose the internal compensation, salary package with combination of the external compensation. The results of this study would play a direct role in guiding JC Corporation’s compensation management, and it also provides some reference value for the compensation reform of other small and medium private enterprises.