Optimization Design For The Compensation System For Technicians Of X Rail Transit Multi-Media Company

Modern enterprise management theory indicates that the most basic competition among companies is the one over talents.For innovative and research-oriented high-tech companies,talents with excellent skills are the key to their structural adjustment and technological innovation.As a result,technicians are playing a more important role in innovative manufacturing companies and have become significant strategic resources for the development of manufacturing companies.In an environment with increasingly fierce competitions,compensation has become an important factor in attracting technical talents when companies recruit technicians.A reasonable and complete compensation management system based on companies' needs will improve not only employees'enthusiasm and efficiency for work,but also their sense of mission and belonging.Through compensation satisfaction surveys,analysis of dimission data and survey on bench-marking companies' compensation system,the writer has found that X company's compensation system is unable to motivate employees with a low external competitiveness.The lack of posts evaluation and the unreasonable compensation structure and level result in the fact that X company is unable to attract excellent technicians,and the turnover rate of key talents is increasing drastically year on year.This has become a huge obstacle affecting the rapid growth of the company's business demands.To solve this,the paper divides posts analysis and evaluation and external compensation surveys into different layers and categories,based on the matching between enterprise strategies and compensation strategies.Also,the paper suggests that companies set different levels of compensation and compensation structures on different ratios according to technicians'skills.Furthermore,companies could provide more compensation for middle to high level technicians and increase compensation motivation,design self-service benefits while also directly linking annual performance assessment and bonus with companies' profits so that the motivating function of compensation can be better realized.Based on the existing problems of X company's technician compensation system,in closing,the paper gives an explanation for the key points of the implementation of compensation proposals and guarantee measures.Also,the paper analyses the cost and result of the implementation of the proposals,which will provide some insights for the optimization of similar technician compensation systems.