Optimization Design Of X Company's Compensation System

China's market-oriented reforms have continued to deepen over time,and the degree of opening up has also expanded.Company X is a state-owned large-scale construction company in China.It is currently facing a severe economic situation,including weak project profitability,lack of effective driving force and capability,and difficulty in market development.With the macro economy entering a new normal,the development speed of the construction industry is slowing down,and construction enterprises are facing the problem of transformation and upgrading.Most construction companies urgently need to adjust the project structure,develop and promote new technologies,and introduce various high-tech talents to cope with the severe challenges brought about by the fierce competition environment at home and abroad.In order to achieve the above goals,companies must optimize their existing compensation systems and rationalize them to attract,stabilize and retain talent.The article first sorts out the relevant knowledge of the salary system,including the foreign salary theory and the domestic brief introduction of the salary concept and salary system design.Secondly,a brief introduction to the company profile,operation status,organization and staffing of Company X was given.Using the methods of observation,interview and literature search,the research and analysis of the compensation system of Company X was carried out,and the problems existing in the company were pointed out.It is pointed out that the compensation system of X company mainly focuses on four aspects:unreasonable basic salary design,unclear performance compensation,limited welfare payment,and lack of systemic salary distribution.Based on the current development strategy of Company X,combined with the relevant compensation theory and salary system design principles,this paper starts from the shortcomings of X company's salary system,and believes that Company X should put the academic allowance into the basic salary and increase the salary of the position.The gap between the two,optimize the annual salary,make the job responsibilities more clear;Second,the performance pay should be more clear,solve the "eat big pot" phenomenon,reward employees who have the ability and make outstanding contributions to the company's efficiency;third,the company should be optimized The welfare salary reflects the human-oriented human resource management concept,enhances the sense of belonging and loyalty of employees,and finally,under the conditions of corporate strategy and economy,designs a system salary system in line with the company's development.The growth and development of enterprises require the efforts and efforts of employees.Employees are an indispensable human resource for enterprises,and enterprises pay more and more attention to employees.The company's compensation system can affect the retention of employees,and has become the core module of the current human resources management system.Therefore,designing and optimizing the company's compensation system can mobilize the enthusiasm of employees,enhance the core competitiveness of the company,better serve the company's strategic goals,and achieve the common development of the company and employees.