Researchon The Optimization Of The Salary System Of AP Distance Education Regional Operation Center

Effective salary system can enhance the attraction of salary offered by enterprises and reduce the mobility of staff,so as to enhance the comprehensive strength of enterprises.For AP Distance Education Company,the incentive effect brought by salary can be fully reflected by establishing a salary system suitable for its own level of development.This paper takes AP Distance Education Company Regional Operating Center as an example to study the optimization of its employees' salary system.The main work of this paper is as follows: Firstly,we understand the organizational structure and human resources of AP distance education operation center,and describe its current salary structure and salary level.Secondly,using the interview method,the managers and grass-roots employees of AP Distance Education Regional Operating Center were interviewed,and the current salary system of AP Distance Education Regional Operating Center was understood from the perspective of the company.Then,a questionnaire survey was conducted among all the employees of the operation center in order to get a better understanding of their satisfaction with the company's salary system.Then,based on the results of the interviews and questionnaires,the problems in the salary system of AP distance education regional operation center were summarized and sorted out,and the reasons were analyzed.Finally,the optimization design of the salary system of AP distance education regional operation center was carried out according to the problems.Through the above research,the following conclusions are drawn:Firstly,the main problems existing in the current salary system of AP Distance Education Regional Operating Center are:(1)the gap between salary level and peers is too big,and the turnover rate of staff is increasing;(2)the salary structure is not scientific;(3)the performance salary assessment lacks of scientificity and fairness.Secondly,the main reasons for these problems are:(1)the management of salary management concept is backward;(2)the salary evaluation is not objective;(3)the fairness and feasibility of performance appraisal is insufficient.Thirdly,this study considers that the optimization design of the salary system of AP Distance Education Regional Operating Center includes the optimization scheme of job evaluation,the optimization scheme of the salary structure of managers,the optimization design scheme of the salary structure of front-line employees and the salary adjustment scheme.It is hoped that this study can help AP Distance Education Regional Operating Center to create an integrated compensation optimization system,play a positive incentive role of company salary incentives,and provide decision-making reference and reference for salary management of related enterprises engaged in distance education.