Optimization Design Of H Company's Salary System

In recent years,with the transformation of the Chinese military research institutes from the traditional planning task to the competitive selection mechanism,and the military-civilian integration has become to the national strategy,a large number of private enterprises have entered the military competition sequence,which has made many military research institutes feel pressure.The R&D and innovation capabilities of private enterprises,relatively low operating costs and flexible employment systems have made traditional scientific research institutions face increasingly fierce competition.In this case,attracting,motivating and retaining key talents and improving operational efficiency have become the most important tasks for companies to gain market competitiveness in addition to gaining external market share.This paper takes H company as an example.To a certain extent,there are phenomena such as high salary and low energy,low salary satisfaction,narrow career development channel,less promotion opportunities,low morale of employees,and low work enthusiasm.Therefore,it is judged that there is a certain irrationality in the existing compensation system of H Company,which needs further improvement.By investigating the evaluation of employees' current compensation system,find out the reasons for the problems,and develop targeted optimization plans with salary systems.The problems of the existing compensation system of H Company mentioned in the article are representative,and the optimization plan of the existing compensation system has certain reference significance for other research institutes.It has certain guiding significance in improving the efficiency of enterprise organization and the effectiveness of human resource incentives.