Research On The Optimal Design Of K Group's Compensation System

As an important part of human resource management,salary management is directly related to the level of market competitiveness of enterprises.Only by establishing a scientific and reasonable salary system can enterprises effectively attract,motivate and retain qualified personnel,and establish the link between the company's strategic goals and the employees' individual goals in order to provide hematopoietic function for the business efficiency and sustainable development of the enterprise.In this paper,we take K Group as the research object.As a local government investment and financing platform company,K Group Company is a corporate enterprise with investment and financing functions set up by local governments for the purpose of financing investment in urban infrastructure construction,through financial appropriation,land injection and equity transfer.As the economy enters a new normal and the process of urbanization is accelerating,K Group Corporation,which shoulders the heavy responsibility of urban construction,is facing unprecedented competition and challenges.However,due to the special government background and government dominance of K Group,its remuneration management has not been in line with the modern enterprises.Some problems have gradually emerged in the operation,such as the unscientific salary structure,the unfairness of remuneration and the weakening of incentive,as well as subsidiaries in different industries to take "one size fits all"and so on.This paper adopts a combination of theoretical research and practical research.Firstly,it discusses the background and significance of this study,research status at home and abroad,the meaning of salary and salary system and the salary incentive theory,which lays a theoretical foundation for the subsequent study.Secondly,it presents the basic situation,organizational structure and current situation of human resource in K Group,and conducts a survey and individual interviews to diagnose the current salary system of the company.It points out that the compensation system is out of line with the company strategy,lack of fairness and competitiveness,not closely related to performance,ignoring the differences between subsidiaries and other issues.Thirdly,focusing on the existing problems,the paper analyzes and studies the direction of the reform of the remuneration system of the company,and puts forward the optimization plan of the remuneration system according to the industry characteristics of the group company and its various subsidiaries through such processes as job analysis,job evaluation and market research.Finally,in order to promote the smooth implementation of the optimization plan,this paper puts forward safeguard measures such as creating a reform atmosphere,perfecting organization and system,combining with performance management,implementing dynamic management and strengthening non-material incentive so as to ensure the compensation system of the company To further play a role.