Research On Countermeasure Of Compensation Management System Of P Heavy Vehicle Sales Company

As an important part of human resources management,salary management has prominent significance for the construction of talent team,the improvement of human resources quality and the improvement of organizational performance.Especially with the gradual improvement of modern governance structure,the improvement of salary system directly determines the value of human capital in enterprises,and has become the core focus of internal reform in major enterprises.As a regional brand agent,P Heavy Vehicle Sales Company has formed a stable market share by virtue of its strong business ability,established a good reputation image and industry reputation,and has been sought after and recognized by many consumers.However,with the gradual increase of business volume,the existing salary management system of enterprises has gradually exposed many drawbacks.The problem of brain drain and the contradiction of internal relations have become increasingly intensified,which cannot effectively support the rapid development of enterprises.This paper chooses P Heavy Vehicle Sales Company as the research object,deeply analyses the current situation and existing problems of salary management,and puts forward effective improvement programs and measures.This article is divided into six parts,the first part is the introduction.This paper introduces in detail the research background,research purpose,literature review,research contents and methods,and innovation points of the article.By combing and researching the relevant domestic literature,it comprehensively understands the latest methods and concepts in the field of salary management,and provides an important theoretical basis for the discussion ofthe article.The second part is the theoretical basis.The concept and characteristics of salary management are discussed in detail.The representative theories and methods in this field are mainly introduced,including equity theory,human capital theory,salary strategy theory and competitive advantage theory.The third part is the analysis of the current situation and problems of the salary management system of P Heavy Vehicle Sales Company.Based on the macro environment,this part comprehensively discusses the defects and shortcomings of P Heavy Vehicle Sales Company’s salary management system,and explains the negative impact of the current salary system on the company’s development.The fourth part is the optimal design ideas and Strategies of salary management system of P Heavy Vehicle Sales Company.This part focuses on the optimal design of salary management in P Heavy Vehicle Sales Company,that is to say,the guiding ideology of salary system design is discussed from the macro level,and the steps and methods of salary system optimization and improvement are described in detail from the micro level.The fifth part is the implementation of safeguard measures and evaluation for the optimal design scheme of salary management system of P Heavy Vehicle Sales Company.This part formulates specific safeguard measures around supporting measures and effect feedback to promote the implementation of salary management plan of P Heavy Vehicle Sales Company.The sixth part is the conclusion and prospect.This paper combines the advanced salary management theory at home and abroad to analyze and study the salary system of P Heavy Vehicle Sales Company,and puts forward effective salary optimization opinions,which can not only give full play to the salary incentive effect,constantly stimulate the potential of employees,and comprehensively improve the performance level of the company,but also explore a set of regular salary management methods,and it can provide reference for the same type of enterprises to solve similar salary management system problems.