Research On Improvement Of Compensation System For Company A

A company is a relatively large domestic and international e-commercebusinesses, relatively rapid development in recent years, thanks to the expansion ofdomestic e-commerce market, as well as changes in the way consumers shop. Facedwith a situation of great development prospects of the industry, A company in thehuman resource use and management, but feel a little "powerless" churn key talent,talent gradually increased, often encounters hillock no embarrassment. Within acertain period of time, although the human resources market can replenish part, buthigher churn outstanding talent, enterprise development is ultimately a potential threat.To be able to reverse the passive situation of human resource management, improveemployee productivity, stable personnel, A company through internal interviews withemployees within the industry average pay levels compare foreign discovery, Acompany’s compensation system has been unable to apply the development needs ofthe situation, salary management system behind, achieve its proper incentive.Therefore, this paper started from Company A development survey, roughlydescribes its industry background, organizational structure, staff composition and theexisting salary system and so on. Using questionnaires with case analysis and othermethods, the A’s current salary satisfaction survey and analysis of the pay system. Agoal is to improve the pay system to stimulate the enthusiasm of talented peopleworking to improve the attractiveness of Company A talent salaries in the industry, toenhance competitiveness A company’s talent and effective utilization. Thus furtherpromoting the talent level of knowledge conversion, lifting the company’s overalllabor productivity.According to the results of an internal salary survey, which found that theexisting problems. Depending on the problem, choose the pay system to improve theway that strategy. Then use the pay theoretical knowledge, ideas and principles putforward Company A compensation system to improve the design, and then put allstaff positions improved salary structure design. Finally, standing in the smoothimplementation of the salary system to improve the angle on the proposedimplementation of the safeguard measures, which are backed by A successfulimplementation of the company to improve the effective implementation of the salarysystem.