Research On Optimization Of RCH Salary Management System

Nowadays,the market competition is becoming increasingly fierce.Maintaining and adjusting the internal human resources management system,especially optimizing the salary system,and promoting the continuous development and progress of modern enterprises,the improvement of the salary system has attracted the attention of modern enterprises.In this paper,RCH company as a case study,combing out the company's salary management problems,and put forward positive and effective solutions.Firstly,this paper introduces and analyses some reasonable salary management theories at home and abroad,and studies the original intention of employees with the help of incentive theory.Relevant theories play an active role in solving the problems faced by the company,and then this paper elaborates and analyses the basic situation of RCH company and its counterparts.Finally,this paper takes some famous papers as reference and uses the way of on-the-spot investigation and visits to conduct a comprehensive analysis of RCH company's salary system,mode,composition and bonus,welfare,etc.through the form of questionnaires.RCH company's salary management system still has many problems to be solved,mainly reflected in the unscientific salary structure,imperfect salary planning,staff welfare deficiencies and so on.As a result,the absence of employees in some positions is serious and the turnover rate is high.For RCH company's problems and shortcomings,this paper first takes the successful operation of enterprise salary management as a reference,and formulates a salary system that conforms to the characteristics of RCH company.On the one hand,it objectively analyses and evaluates all positions,and at the same time adjusts and optimizes the salary for the positions with insufficient staff.As far as the salary scheme is concerned,we should increase the incentives to employees,stimulate their enthusiasm and creativity,and enhance their core competitive advantages.At the same time,the corresponding safeguard measures are put forward to pave the way for the full implementation of the new salary system.