Research On The Optimization Of Compensation System In A Company

As the core of modern enterprise operation and management,human resource management affects both the formation and achievement of enterprise goals,while salary management is not only the core module but also the conventional method of human resource management.As the Chinese economy develops rapidly,enterprises face increasingly complex external environment and many employees need to have strong adaptability to the increasingly complicated work contents,but the traditional salary system cannot completely cope with frequent or large changes,so an increasing number of enterprises in the internal management practice have been aware of the importance of performance and salary combined management,which plays a strong guiding role in promoting the long-term development of enterprises.Company A is an art education and training institution in Suzhou,which faces some problems in recent years,such as drain of teachers and less initiative of existing staff.This article contains a case study of company A,which combined the characteristics of education consulting industry with the actual situation of company A,to research and optimize its salary system.Firstly,based on relevant theory of salary and performance management,interviews and questionnaires were used to investigate the satisfaction of employees with the current salary system and its status quo was analyzed in depth.Secondly,the problems existing in the salary system were found out,mainly reflected in the low salary level,imbalance of the salary structure,in consistence between salary and performance evaluation results,lag of salary adjustment,and imperfect salary and welfare system.Finally,specific to the above problems,the salary system was optimized as follows.Based on the analysis of the post value,the multifactor sequencing method was used to get the post grade,and combined with the salary level investigation,the performance salary system was designed suitable for the future development of the company,which was based on the post wage and dominated by the performance pay.In addition,the safeguards were also proposed for the implementation of the new salary scheme.The salary system was improved to reinforce the incentive function of salary,reduce personnel drain and promote the long-term development of company A.