Research Of Salary System Optimization In A Japanese Chemical Company

With the rapid development of economic globalization,the competition among enterprises is becoming increasingly fierce.Under such a background,how can an enterprise gain initiative in the competition and ultimately win is a big issue.This paper considers human resources as the core resource and is one of the keys to winning in the competition.In the development and management of human resources,compensation has become one of the important means to effectively motivate employees' enthusiasm and creativity.Enterprises can effectively transfer the business philosophy of employees through compensation,and motivate employees to work enthusiasm,retain excellent employees,attract external talents,and improve labor productivity.With the in-depth development of the A company,the traditional salary management system of the parent company cannot align with the development of the current stage of the enterprise.Issues include unreasonable salary structure and insufficient incentives have become increasingly prominent,which has seriously restricted the development of enterprises.Therefore,this paper takes Japanese chemical company A as research object,uses comprehensive compensation theory,fairness theory and needs level theory,and adopts various research methods,such as literature combing method,questionnaire survey method,comparative analysis method,etc.On the basis of comprehensively diagnosing the current compensation system,it summarizes the main problems,and analyzes the deep-seated causes of the problem.On the basis of analyzing the problems,it combines the industry characteristics,development stage and market of the enterprise,the company's development goals and strategies,the actual situation of business operations,etc.,proposed a solution-optimize the current compensation system.Finally,in order to ensure that the optimization plan can be effectively implemented in Company A,it is essential to implement the necessary safeguard measures.The main analysis structure of this paper is:(1)First of all,this paper carries out the combing and analysis of the concept.The salary analyzed in this paper refers to the comprehensive salary,which is a relatively broad concept.Effective salary setting can enable employees to experience fairness,competitiveness,motivate employees,and also promote the strategic development of the company.Therefore,compensation management is used as a very effective tool and is widely used in business management.In the analysis of this paper,after reading the relevant literatures and having a certain understanding of the theory,the investigation and analysis on the compensation structure of Company A is carried out.(2)Through investigation and analysis,it is found that the current compensation system implemented by Company A has the following main problems: First,the compensation system lacks internal fairness in the new development stage;second,the current compensation system lack of competitiveness in market;thirdly,there are certain unreasonable factors in the setting of compensation structure.In short,the current compensation system cannot align with the rapid development of Company A.(3)After having a comprehensive understanding of Company A's current compensation system,a specific optimization plan for the compensation system was proposed.The construction of modern compensation system needs to follow the six principles of fairness,competitiveness,incentive,economy,legitimacy and support for strategy.Since the salary system has a close relationship with the job responsibilities,it is necessary to fully consider the analysis of the job responsibilities within the company,and divide the positions of Company A into three categories: management,staff,and technic.Internal grades are subdivided for each type of position,and the compensation coefficient is given.In addition,the correlation between compensation and performance and ability improvement is improved to ensure the effectiveness of incentives.In addition,to effectively implement the compensation system optimization plan,it is necessary to promote safeguard measures from various aspects to ensure the implementation of the optimization plan.Through the research of this paper,I hope to provide corresponding advice and reference for the enterprises with the same problems in the construction,optimization and management of the compensation system.