Research On The Compensation System Optimization Scheme Of H Company

With the development of the socialist market economy with Chinese characteristics,the rapid rise of small and medium-sized enterprises.Small and medium-sized enterprises(smes)are flexible and more adaptable to China's development realities.They can create more jobs and promote economic development.They are one of the economic entities strongly supported by the state.Furniture industry belongs to light industry,the production process is constantly innovative,the production efficiency and efficiency is also constantly improved,become the frontier field of private economy.H company is a furniture enterprise with private nature in heilongjiang province.Since its establishment,H company has developed rapidly by virtue of its geographical,cost and personnel advantages,established a complete capital chain,accumulated capital that can operate in an orderly manner,and entered the second entrepreneurial stage.At present,China has entered a new era and its economic development has entered a new normal.With the deepening of supply-side structural reform,enterprises are in urgent need of gaining competitive advantages through compensation management innovation.Salary management is the core of human resource management and the inevitable choice for enterprises to stimulate employees' innovation and creativity.Therefore,it is the only way for H company to achieve long-term development to develop a standardized,scientific,reasonable and suitable salary management system.Based on the research of domestic and foreign scholars,this paper makes an in-depth and systematic study of the original salary status and main existing problems of company H,questionnaires and in-depth interviews were conducted with employees of the company,also consulted the company documents and a large number of literature materials,based on the scientific human resources research methods and the theories related to compensation,the author analyzed the problems in the organizational structure and compensation structure of company H,and found the root causes of the problems in the compensation management of company H.Combine relevant principles in compensation management,in view of the problems such as backward salary concept,lack of post evaluation and unreasonable structure,we should attach equal importance to equity and incentives,and combine economic efficiency with strategic importance,through the investigation,job analysis,job evaluation,rich composition and other program design,the compensation system structure was optimized,and the compensation system scheme suitable for the staffing and the development status of the company was established.Based on this,advances the H company compensation system optimization scheme of the specific safeguard measures,and develop the potential staff,stimulate staff's work initiative,effectively improve the staff's working efficiency,enhance employee satisfaction and get feeling,thereby shaping good corporate culture,to provide system support for enterprise's sustainable development,realize the good operation and healthy development of H company.