Based On The Theory Of Double Factors A Company Compensation Optimization Design

A company is one of the port loading and unloading, storage and shipping agent for the main business of state-owned corporations logistics enterprises. In recent years due to the fast development of logistics industry, industry increasingly fierce competition, leading to A company’s operating profit is compressed again and again. At present, the human cost of A company is high and the volume is in A slightly downward trend, the company preliminary investigations, it was found that the main reason is the original compensation management system linked to revenues and operating cost is not tight, lead to employees’ enthusiasm is not high, the phenomenon of waste cost more in work. Therefore, company A optimization of its compensation management system is imperative.Two-factor theory, security factors and incentive factors is the two aspects of employee compensation management. For A company, optimize the compensation system, to set up A security factors and incentive pay determine and implement the system. The current compensation mechanism, A company of employee compensation for three aspects: guaranteed salary, performance salary and welfare salary. Among them, the guaranteed salary and welfare salary as an employee job security factors, guarantee basic living standard of the staff daily circumstances, and in retirement, illness, maternity and other special conditions of standard of living does not reduce, this article will be classified as "affordable pay". And merit pay directly linked with the employee’s work performance, play the role of to motivate employees to work hard, to improve performance. Based on the company compensation management system guaranteed salary, performance salary and welfare of the wage, the optimization of the three, and established a reward system and equity incentive mechanism, target is to build a "equal pay for equal work and equal opportunity" compensation management system.In this paper, optimization design of compensation management system to solve the problem existed in the company salary management has a direct practical significance, for other companies in the same industry also has a certain reference value.