Research On Compensation System Optimization Based On The Perspective Of Post Evaluation

The salary system is a key part of the company's human resources management.The scientific salary system can continuously stimulate the enthusiasm of employees and create greater value for the company.Based on the basic salary and performance theory,this paper analyzes the actual operation status and salary management status of Tianxian Credit Cooperative,and finds that its internal department has unclear department authority,job responsibilities are unclear,mechanism construction is lagging,and credit unions are still developing rapidly.Faced with some management issues that need to be upgraded,how to break the concept of "identity,grade" salary concept,in addition to monetary wages such as wages and benefits,lack of incentives for employee career development and ability identification.Therefore,in the research process of this paper,based on the in-depth investigation and analysis of the existing salary system of Yutian County Credit Cooperative,the salary system optimization plan based on position and performance and related safeguard measures are proposed.Specifically,the first chapter expounds the background,significance,ideas and methods of the current thesis;the second chapter,combs the relevant theories used in the research,including human capital theory,human capital share theory,incentive theory Etc.,and clearly defined the relevant concepts of the compensation system involved in the article,thus laying a theoretical support for the subsequent research of the article.The third chapter introduces the status quo of the salary system of Tianxian Credit Cooperatives,and deeply analyzes the problems existing in the existing remuneration system through the questionnaire survey method,including the failure to establish a perfect job value system,unreasonable performance indicators,and performance management.The system is incomplete and the performance appraisal process lacks communication and counseling.The fourth chapter and the fifth chapter discuss the principles,basic processes and optimization schemes of the salary system optimization design in Yutian County,and put forward corresponding safeguard measures on how to effectively implement the salary optimization plan.The sixth chapter summarizes the conclusions of this paper and combines the current development trend of the credit union's salary system to look forward to the future credit union compensation system.In general,in the improvement and optimization of the compensation system,we must fully consider the actual needs of employees,formulate a reasonable and effective staff position distribution mechanism,and deeply explore the initiative of employees'behavioral awareness,and realize the actual benefits of credit cooperatives by optimizing the compensation management system.Effectively integrate with employees'own interests,and ultimately achieve the purpose of attracting talents and retaining talents,and maximizing the comprehensive competitiveness of credit unions.