Research On Optimization Of The Compensation Management System Of Nanjing P Education And Trainning School

In recent years,the training and education industry has been highly competitive,and the business level distribution of such enterprises is quite uneven.The current situation of the training industry is that the enterprise has achieved some achievements but it is difficult to achieve sustainable development.One of the reasons why this is so important is the high turnover rate.According to the survey,the turnover of employees is mostly due to dissatisfaction with the salary system,while the decision-making level of the enterprise does not realize the importance of salary management in the enterprise development strategy.Starting from the research background,this paper expounds the development process of the salary management system and the research of the salary management system at home and abroad.Then,it summarizes relevant theories of salary management and takes modern enterprise salary management system design theory as the guide.This paper introduces the human resource and salary management of nanjing P education training school with typical characteristics.On the basis of salary satisfaction survey,based on the current situation of salary management in nanjing P education and training school,it is found that there are some problems such as single salary structure,no guarantee of external and internal fairness and lack of incentive effect in education training school in nanjing P.The necessity of optimizing the salary management system of nanjing P education training school is emphasized.Based on the overall principle and strategy of the salary system design of nanjing P education training school established by me,this paper optimizes the current salary system of the company.Analyze and evaluate the human resources of the company and compare the salaries of employees with the technical staff of other enterprises in the same industry in the same area.The factors that affect the salary level of different employees were determined and the salary management system scheme of nanjing P education training school was redesigned.In the new salary plan,the post salary is set according to the post level,the performance salary is proportional to the post salary,and the correlation between individual performance and corporate performance is strengthened.At the same time,it further strengthens the fairness and rationality of working-age wages,overtime wages and welfare wages,establishes a good salary communication mechanism,improves the performance assessment system,and strengthens the incentive effect of relevant systems and other salary system optimization strategies.Finally,after completing the salary system design of nanjing P education company,the importance of improving the salary management leadership of the company and establishing the implementation team of the salary management system was put forward.Formulate feasible implementation plans,determine reasonable implementation steps,and implement sound constraints and supervision safeguards.