JL Company Salary System Research And Optimization Design

Under the background of steel recession, a large number of steel firms pay attention to management. Human capital is the key role in the development of a firm, especially talent people. Only managed to attract and retain talent people, the enterprise can grow stronger. In order to complete the target, managers should take various effective measures, in which compensation is the most effective one.Compensation reflects the importance of talent people. In order to retain talent people, compensation must be competitive in the labor market. So, the internal compensation system must be fair internal and competitive external. Taking JL Company as an example, the paper mainly analysis the problem existed in the compensation system of JL Company. Using theory of compensation design, considering the actual situation, I try to optimalize the system of compensation system of JL Company.This paper mainly uses the compensation system design in practice based on the post value evaluation theory, through post analysis, salary grade division, post office, and performance appraisal, I designed JL company’s compensation system preliminary, and in the process of building compensation system I fully considered the internal fairness of the compensation, external competitive and reasonable performance appraisal system, to enhance the staffs work enthusiasm and play a role of salary incentive. Through the optimized salary system on a trial basis, the compensation committee regularly review and adjust the compensation system to made the implementation of the compensation system continuously perfect.