Study On The Optimization Of Salary System In DM Company

In recent years,China's economy has achieved rapid development,and Trade Exposition has become one of the most active industries in China's social development.Private enterprises in China's economic development,although late and short development time,but flexible management and unique vitality,rapid growth and improvement.However,many factors restrict the further development of private enterprises,such as serious brain drain,lack of modern enterprise management concept and imperfect incentive mechanism.Especially in the current situation of knowledge economy development and market competition,the weak competitiveness of human resources has become a major obstacle to the development of enterprises.Therefore,it is urgent for private enterprises to give full play to the human resources function of enterprises,establish an effective salary system,make full use of incentive mechanism to absorb talents and stimulate the enthusiasm of employees.DM Company is a local trade exposition enterprise rooted in Shijiazhuang.It has been founded for more than 30 years and is now expanding its market share.In management,with the expansion of the company scale in recent years,family management has been unable to meet the needs of business development,but there is no introduction of modern management mechanism in human resources and salary management.There are many problems in salary system,which seriously affects the enthusiasm of employees.Therefore,this paper takes the enterprise as the research object,through the salary satisfaction questionnaire survey and statistics,studies and analyses the existing problems: the salary system does not adapt to the development of the enterprise,the salary structure is unreasonable,lack of internal fairness and external competitiveness,etc.In view of these problems,the following salary system optimization is made: scientific job evaluation,introduction of job value compensation,implementation of skill salary,full use of the role of corporate culture in the construction of salary system,enrichment of salary incentive methods including equity incentives,etc.At the same time,specific programs are put forward in the aspects of welfare and internal salary optimization.Finally,we draw a conclusion: first,we should formulate a salary system suitable for the company's own reality;second,the management and optimization of the salary system is a dynamic process,which should be constantly adjusted and perfected;third,many factors determine the form of the salary system,and the optimization of the salary system should be comprehensive and targeted to investigate and understand the relevant factors.In a word,this paper only takes this enterprise as an example to explore theoptimization of salary system.Different enterprises and industries need to manage and optimize salary according to their own characteristics and reality.