Research On The Design Of Total Compensation System Of DQ Company

With the development of modern economy and society,the competition for core talents has gradually evolved into a key area of competition among enterprises.To attract and retain more core talents,fully mobilize the enthusiasm and creativity of employees,improve the efficiency of employees,build the core competitiveness of enterprises is an important means for modern enterprises to achieve success in the fierce market competition.Constructing a scientific and reasonable salary system is an effective way for enterprises to motivate,attract and retain talents,it is also the most important content of human resource management.DQ company is a technology-oriented enterprise that develops supporting electrical equipment for rail transit and extension.It has a development history of decades.As the enterprise enters a new stage of development,low productivity,negative working attitude,and the lack of creativity of employees are gradually highlighting the restrictions on the development of the enterprise.Through the research,we find that there are many problems in current salary system,such as insufficient incentive,unreasonable salary structure,imperfect welfare system and narrow promotion channels,which are the main reasons for the lack of enthusiasm,low salary satisfaction and low work efficiency of employees.This paper is based on the theory of total compensation,combined with the actual situation of DQ company.Firstly,we comb the domestic and foreign research literature on the salary system,elaborates the relevant concepts of salary,the comparison between traditional salary system and comprehensive salary system,the theoretical basis,etc.Secondly,we have studied the current salary system of DQ company,and find out the main problems and reasons of the existing salary system through questionnaire and literature research.Then,according to the actual situation of the company and the relevant content of the total compensation theory,work analysis and evaluation,job classification,salary survey,salary system design are carried out.According to the total compensation model which is revised by the WAW in 2015,this paper designs a more incentive overall compensation system for the company from six aspects of compensation,welfare,performance management,recognition,effective work life balance and talent development.At last,it explains the implementation of safeguard measures from four aspects: organization,system,corporate culture and technical means,then gives a brief summary of the research,and points out the shortcomings of the research and the future research directions.This paper involves the whole process of the design of the total compensation system,which provides DQ company a total compensation system that adapts to the development needs,emphasizes the incentive effect and better cost-effectiveness,lays the foundation for the growth and development of the enterprise,and also provides some theoretical support and reference for other enterprises that need to establish the comprehensive compensation system.