Study On X Company Total Pay Satisfaction Degree

Enterprise to develop,need to attend competition,competition is talent's mutual competition.Talents are enterprise important,the most valuable and invisible assets.If total pay coming from enterprise higher than employee's mind,the total pay satisfaction is high;if total pay coming from enterprise lower than employee's mind,the total pay satisfaction is low.Low total pay satisfaction will lead employee generating turnover intention;super low total pay satisfaction will generate turnover behavior.Employee turnover will bring some invisible and visible cost: Low efficiency cost,Recruitment cost,Training cost,Job vacancy cost,manager psychological cost.If core employee exit,it will not only bring direct economic losses to enterprise by also enterprise commercial secret.By the same time,recruitment is harder than ever.Basing on the reality,author hope that every manager and HR can pay attention and promote total pay satisfaction degree,degrading employee turnover intention,facing employee turnover issue,making sure excellent core employee keep in the enterprise so that enterprise stable and developing continued.Author takes X company as research target,using literature and induction method study here and abroad theories concerning total pay?total pay satisfaction degree?relationship between total pay satisfaction degree and turnover intention,analyze total pay satisfaction degree's effect factors and five dimension,describe total pay satisfaction degree's theory;an then through Talking Investigation talking with manager and ordinary staff to get low total pay satisfaction's reasons: 1.new staff salary is higher than same position old staff;2.Employees with different proficiency levels have similar salary;3.Individual employees think they pay more,less return;4.Pay is not fully linked to performance appraisal system;5.annual salary increase unreasonable;6.job promotion did not bring significant pay rise;7.Performance rating is not reasonable.At last author makes the conclusion through combining theory and Practice: 1.Managers should distinguish needs of different staff levels,appropriate to provide timely “non-economic compensation";2.The company shall set up a scientific and reasonable position and salary range in line with company's development requirements;3.Employees should understand job evaluation,adjust salary equity standard individual held;4.pay attention to performance evaluation,distribution of year-end bonus should be "giving priority to efficiency and fairness";5.appropriate attention to annual salary increase;6.Good at communication and coordination with human resources department;7.Pay attention to performance evaluation.Author hope that above items can help promote X company employee total pay satisfaction degree.