The Optimization Of Compensation System Of J Tourism Company

Tourism industry,as the ultimate industry,is one of the most rapidly developing emerging industries in the world.It is one of the key industries supported by China and has great development potential.The enterprises engaged in tourism-related industries are also developing and growing.J Tourism Company is a private enterprise developed on the basis of tourism scenic spot.The scenic spot is located within the one-hour recreation circle of a provincial capital city in the north,and is the backyard garden of the city,with good development potential.However,due to the distinctive regional characteristics and seasonal characteristics of low season and high season,the large passenger flow in high season and low season cannot continuously attract tourists all year round,which affects the annual tourism benefits of J Tourism Company and restricts the further development of the company.The current salary system of J Tourism Company is difficult to retain tourism professionals,while a scientific and reasonable salary system is conducive to attracting talents,helping enterprises make effective use of human resources and creatively solving their current difficulties.Therefore,it is particularly important to optimize the current salary system of J Tourism Company.By systematically sorting out domestic and foreign literature and combining with J tourism company's actual situation and external market environment,this paper comprehensively analyzes the existing problems and causes of the company's current salary system,Based on the four types of talents in the enterprise,namely core talents,general talents,scarce talents and auxiliary talents,the current salary structure of the enterprise is analyzed in detail,so as to optimize the current salary system and allocate resources.Guided by the five dimensions of the company's comprehensive quality,it comprehensively optimizes the company's current salary system from the aspects of the company's development strategy,human resources,internal operation,financial system,customer satisfaction,employee learning and growth,etc,in order to comprehensively optimize the company's existing compensation system and improve the company's comprehensive quality.At the same time,combined with the specific characteristics of each department and the human resources characteristics of each team,give play to the functions of each department,and put forward specific compensation system optimization scheme.Set up a series of safeguard measures,stipulate the implementation requirements of the compensation system from the perspective of company rules and regulations and corporate governance,and combine the publicity and training work to fundamentally guarantee the long-term implementation of the optimized company's compensation system,so as to attract professional talents,stimulate the motivation of enterprise employees and promote the sustainable development of J Tourism Company.