Optimal Design Of A Investment Company's Salary System

As an important part of modern human resource management,compensation management plays a crucial role in improving the competitiveness of enterprises.It is also very important in the internal management process of the organization.Whether the compensation management system can be constructed rationally will not only It has a direct impact on the enthusiasm of employees,and it also has a greater impact on the sense of belonging and recognition of employees in corporate culture.Efforts to design a compensation system with competitive advantage and reference value have a corresponding role in promoting the talent management and development of Chinese enterprises and improving the company's compensation design theory.The design of remuneration system is an important part of remuneration management.The establishment of a scientific,fair and efficient remuneration system is an important aspect of enterprise management.The establishment of a remuneration system can improve the overall effectiveness of the organization and thus support and promote the realization of the company's strategic goals..At the same time,compensation as one of the most important incentive factors,whether the compensation system is matched with the organization,whether it can play its proper incentive role will not only affect the work efficiency of employees,but also have an important impact on the overall cost of the company.In turn,it has an indirect impact on the company's profitability.The establishment of a salary system and compensation incentive mechanism that suits the development of enterprises has played an important role in attracting and retaining talents,creating a highly efficient and stable team of employees and realizing the sustainable development of the company.Therefore,how to effectively play the incentive role of the compensation system to retain,attract and motivate core talents has been increasingly concerned by domestic corporate managers.The paper is based on the study and summarization of salary management and related theoretical research results.Taking A investment company as an example,from the increasingly complex market environment the company is currently facing and the need for new business development,the effect of salary incentives is poor,and the high end The actual problems such as the serious loss of investment talents set out to conduct an in-depth analysis of their existing compensation systems,identify existing problems and deficiencies,and optimize and redesign the entire company's compensation system.Mainly through the post analysis and evaluation of the existing positions to clarify job responsibilities;to determine the company's salary level of the company with a higher level of marketization in the same industry to determine the company's compensation level;combined with the company's actual,based on the determination of the salary level based on the salary structure Redesign;Determine the salary payment method and proportion based on the incentive to play a better salary;finally form the reorganization plan of the old and new salary system.Finally,the paper establishes a dynamic adjustment mechanism and implementation guarantee mechanism for the entire remuneration system to ensure that the newly established remuneration system plays a desired role,enhances the stability of enterprise talents,increases the attractiveness of high-end investment talents,and ensures the growth of corporate profits.Promote long-term sustainable development of enterprises.