Optimization Of W Company's Salary System Basedon Broadband Salary Theory

State-owned enterprises occupy an important position in China's national economy and highly influence the development of the entire social economy.With the continuous deepening of the reform of state-owned enterprises,the salary incentive mechanism has also developed greatly.However,because of the complexity of the salary incentive mechanism and the constraints of state-owned enterprises,there are still many problems in the current salary incentive mechanism.A good salary management system can promote the development of the company,not only can mobilize the enthusiasm of internal employees,but also enable enterprises to stand out from the competition.If a state-owned enterprise wants to steadily compete in the market competition,the key is to improve the independent innovation capability of the enterprise,and the independent innovation capability depends on the employees of the enterprise.Therefore,how to motivate core employees by establishing a scientific and reasonable compensation system and improve their work efficiency while stabilizing employees has become an important factor of state-owned enterprises.This paper takes the state-owned enterprise W company as the research object and analyzes its existing organizational structure and salary management system.In view of the flattening characteristics of W's own organization,the feasibility of using the broadband compensation theory to optimize the existing compensation system is going to be discussed.Based on questionnaire survey and field research,combined with the special attributes of W company,optimize the existing salary system and research the suitable broadband compensation for W company.This paper adopts a combination of normative research and empirical research.Through literature review,field interviews,questionnaire survey,questionnaire analysis,empirical analysis,comparative analysis and other research methods,it is aimed at the lack of human resources management institutions and salary structure in W company's existing remuneration.A series of problems such as irrationality,poor performance incentive effect,imperfect evaluation mechanism and narrow salary increase channel are analyzed and proposed solutions to optimize the W company's compensation management system to effectively promote the realization of strategic goals.The innovation of this paper is mainly reflected in the fact that the financial enterprises that introduce the broadband compensation system in the existing literature mainly focus on banks and life insurance companies.This paper will explore the feasibility of introducing broadband compensation to innovative state-owned financial enterprises,and provide reference for similar enterprises to solve similar problems.