| Under the development of China's economy, the enterprise gradually realized that human resource is the first capital, in the measure of enterprise human resources management indicators of sustainable development and factors, employee pay satisfaction is one of which is very important. Employee compensation satisfaction of high and low, directly affects the work efficiency of employees, at the same time, also related to the staff loyalty. TEBA co., LTD., is the core of China's major equipment manufacturing industry key enterprises, state-level key high-tech enterprises, the company scale is gradually expanding, the number of employees, how to keep the enterprise existing technical talent, attract more foreign technology talents; How to improve the existing technical staff satisfaction; How to ensure the continued healthy and stable development of the enterprise, become urgent problems at present.Taking TEBA co., LTD. Technical personnel as the research object, the TEBA co., LTD pay satisfaction investigation and research, and the problems existing in the diagnosis and design. Through investigation and analysis it is concluded that at present, the company employees about pay overall satisfaction is not high, not satisfied with the speed mainly concentrated in the level of salary increase is not obvious and unreasonable salary distribution fairness and welfare benefits too single can't satisfy the requirement staff and so on three aspects. The causes of low pay satisfaction is due to the pay structure is too simple, is still the \"basic salary+ post wage\" mode, unable to attract and retain outstanding technical talents; Post wage distribution unfair, definition is not clear, can't reflect the value of skilled workers; Salary increase mechanism is not sound, not flexible, employees cannot ascend through multiple ways to achieve the purpose of compensation, easy bruising three defects such as staffs work enthusiasm, to make up for the above defects TEBA co., LTD., need to strengthen the idea of top leaders attention, improve and optimize the existing compensation system; Establishing long-term effective communication mechanism, set up effective communication platform, and listen to employees, guarantee compensation systems in place; Improve the compensation of internal equity and external competitiveness, motivate staff work enthusiasm, to establish elastic welfare policy, meet the demand of technical personnel, a combination of short-term incentive and long-term incentive compensation system, attaches great importance to the training and career planning and other aspects of orthodontic perfect the compensation system. |
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