Research On The Optimization Of Compensation System Of M Company Of Rail Transit

China's rail transit industry has entered a golden period of rapid development.The shortage of professional talents in the market has brought the talent competition to a white-hot stage.Rail transit company M,which is located in the central region and has a late start,is also facing a critical period of "big and fast" in rail transit.How to accelerate the high-quality development of the company through scientific and effective Compensation management means has become a challenge for M.Taking the compensation management of M company as the research object,this paper analyzes the current situation and existing problems of the compensation management of M company by using literature research,investigation and comparative analysis method,and puts forward the compensation management optimization plan and guarantee measures for the implementation of the plan by using advanced compensation management methods.Firstly,this paper expounds the background and significance of the research,introduces the current situation of compensation management research at home and abroad,the purpose,methods,ideas and contents of the research.Secondly,it introduces the theoretical basis of the topic research,including the concept and function of compensation,related incentive theory and compensation theory,and the overview of M company,organizational structure,human resource management and compensation system.Through interview and questionnaire survey carried out for M company employees compensation satisfaction survey,based on the analysis of the survey results,the paper points out the problems of strategic matching,promotion channel,fairness and incentive in M company's compensation management.Then,according to the goal and principle of compensation management,drawing on the practice of broadband compensation and comprehensive compensation,the paper formulated M company's compensation strategy,comprehensively comprehensively combed and adjusted the company's post system,re-established the compensation structure and standards allocated according to contributions,opened the horizontal and vertical career development channels,and incorporated the non-material needs of employees,such as honor,training and career development,into compensation management.Finally,it puts forward five guarantee measures,including organizational structure,compensation system,publicity and training,performance incentive and corporate culture,for the implementation of compensation management optimization plan of M Company.