Optimized Design Of Employee Salary System Of RS Company

The "13th Five-Year plan" put forward clearly,should pay attention to talent forces,to promote the development of the talents.Talent is an important force for national cultural progress and social development,and it is related to the healthy development of society.Nowadays,more and more people are aware of the important role played by talents.In the analysis of national competitiveness,they will also regard talent status as an important indicator.Based on the national development perspective,talent advantage determines national competitive strength to a great extent,promoters of the pace of national development;based on the perspective of enterprise development,personnel directly affect the enterprise development in the future,talent advantage can help enterprises in market competition in an invincible position.Until now,the competition between enterprises and enterprises has evolved into a war between talents.For talent,it depends on whether the talents will remain in enterprises for a long time.The decisive factor is whether the salary system is reasonable.Therefore,whether the enterprise salary system is scientific or not can play an important impact.In order to master the specific development situation of the salary system in the enterprise more detailed,this topic will take RS company as the research object.However,in these years,the competition in the industry is not optimistic.The competition between enterprises and enterprises is also developed by the first customer competition for talent competition.The market competition is more and more serious.The brain drain of RS company is serious.Based on this premise,this topic explores and optimizes the company's current salary system.This research mainly applies the methods of questionnaire,case analysis and literature analysis.According to the knowledge of salary management,we have made targeted improvement plans for RS company's shortcomings in the salary system at this stage.According to the analysis,we can know that in the salary system,the shortcomings of RS mainly include the lack of scientificity in salary distribution,the mismatch of post salaries and academic degrees,the lack of welfare system,and the two links between performance appraisal and job wage.In this regard,the author puts forward suggestions for improvement based on the knowledge gained,including the improvement of the salary system for technicians,administrators,etc.,and implementing the transparent mode of salary management in enterprises,and also provides theoretical reference for other companies in the same industry to retain talents.