Research On Optimization Of S Company Salary System

Nowadays,with the vigorous development of knowledge economy,the increasingly intensified market competition and the increasingly prominent importance of talents,talent strategy has gradually occupied a dominant position in enterprise strategy.Compensation management is closely related to the interests of employees and has become one of the most important and effective ways to motivate employees.Scientific and reasonable salary system can lay a solid foundation for the effective compensation management,can not only boost the optimal allocation of human resources and the reasonable use,and through the incentive mechanism can improve the staff's working efficiency,retain and attract more talents,for the enterprise to build talent highland,security and boost sustained and healthy development of enterprises.Therefore,the establishment of a scientific and reasonable compensation system will play a vital role in the survival and development of enterprises.S company is a state-owned smelting enterprise located in the north of guangdong province.After more than ten years of development,the enterprise has been of considerable scale.However,in recent years,the enterprise's operating efficiency is still low,the working enthusiasm of employees is low,the mobility is increased,and the human resource cost of the enterprise is constantly rising.In addition,adverse factors such as the continuous downturn of the macro-economic environment and fierce product competition make the enterprise get into trouble.This paper takes S company as the research object,with the help of the compensation management theory research results,through the compensation system redesign,to find the solution to the problem.On the basis of theoretical research,this paper collects and sorts out the original data of human resources and salary system of S company,and investigates and understands the attitudes and opinions of employees towards the salary system.Based on the above materials,this paper summarizes the problems of the company's compensation system in five aspects,such as fairness and incentive,and further discusses the causes of these problems.On the basis of the above work,this paper takes the problem as the guidance,clarifies the thinking for the compensation system redesign,and establishes the design principle.In the main body of the paper,this paper first introduces the job analysis and job evaluation and grade,which is the key basic conditions of salary design.Since then,in terms of optimization design,this article from the grabsystem reform,the compensation system is adjusted for the original single level based on the post value,skills,and performance of the trinity of composite compensation system,in full consideration of factors such as job values,skills and performance,on the basis of through designing a new wage system,bonus compensation subject and planning promotion channel optimization compensation system.In order to implement the optimization scheme effectively,this paper also proposes the compensation system switching adjustment method and other implementation safeguard measures.In this paper,the advanced human resource compensation management theory and method of application to the company S,through the pay structure,broaden the job grade and get through the "pay" channel,improve and perfect the compensation system,on the one hand,help inspire staff potential,a stable team,retain and attract talent at the same time to effectively control the human resources cost rising too fast;On the other hand,the redesign of the compensation system will promote the adjustment and improvement of other HRM modules,realize the comprehensive upgrade of the HRM system,and promote the smooth transformation of the company.