The Optimization Research Of The Compensation System Of The Zhengzhou Company Of F Group

F Group is a multinational enterprise with millions of employees,of which Zhengzhou has hundreds of thousands of employees,more than 20,000 managers,in recent years,the loss of management staff is very serious,which has caused problems to the production and management of Zhengzhou Company,which must be solved thoroughly.Through questionnaire survey and interview,the author makes an in-depth study on the serious loss of managerial talents in Zhengzhou Company of F Group.It is found that there are several problems in the salary system of Zhengzhou Company of F Group.Firstly,the salary structure is incomplete,which fails to reflect all the work paid by managers,especially the lack of job allowance and annual work salary.Second,the internal fairness of salary payment needs to be strengthened to reflect the post contribution of managers as far as possible;third,the standard of salary grade promotion is not clear,and the phenomenon of seniority ranking is relatively serious.There is a need to further clarify the competency requirements for each salary grade.In view of the problems existing in the compensation system of managers in Zhengzhou Company of Group F,the author puts forward the corresponding optimization suggestions based on the mature theory and practical experience of compensation management at home and abroad: first,to perfect the salary structure,Two pay elements,job allowance and annual salary,are increased,and the definition and amount of the two pay elements are defined.Second,the salary payment reflects the contribution of the post to a certain extent.In order to facilitate operation,the author takes the grade as the unit.According to the contribution of each grade to the organizational strategy,the grade is divided into three grades,and on the basis of the original post wage rate,each grade is given a certain salary coefficient,and the third is to perfect the basic salary system based on ability.Taking "the post of human resources department of Zhengzhou Company" as an example,with the help of BSC(Balance Score Card)theory model,the author decomposes the organizational strategy and core competence of Zhengzhou Company of Group F,and combines the qualification requirements of each post.The core competence and professional competence of each post constitute the competency of each post.The competency of each post is matched with the corresponding salary grade.The competency grade corresponding to each compensation grade of human resources department of Zhengzhou Company is obtained,and the operation methods of matching compensation grade and competence in other departments are roughly the same.Starting with the phenomenon,the author makes a deep research on the phenomenon,finds out the problem,and puts forward the solution.The author innovatively applies the strategic management idea of balance score card to solve the problem that in the former competency model,people only pay attention to the post professional ability,but neglect that in order to achieve the strategic goal of the company,all departments should be.The problem of organizational core competence provides a new way of thinking and method for the researchers of competency model.