| The global economic outlook is casted over a shadow by the China-US trade war.At the same time,the Chinese economy is in a transitional period of structural adjustment,transformation and upgrading.The foreign and domestic environments make the market prospects of the chemical industry and the textile industry more complicated.Company D is a basic chemical enterprise specializing in the production of cellulose fiber.It has been continuously increasing the market voice by expanding production scale,but the severe market environment makes it difficult for it to increase its revenue through scale effect.Company D hopes to turn its attention to itself and improve its own management level and enhance its core competitiveness by paying more attention to the role of human resources.As a state-owned enterprise in Hebei Province,D company has always been concerned about emphasizing the improvement of staff quality and the construction of echelon talents.However,the long-term unchanging compensation system has always restricted the healthy development of talents,and it is urgent to make reasonable adjustments and optimizations to meet the company’s current development requirements.This article is based on the theory of compensation and takes the compensation system of the middle management and below of D company as the research object.It introduced the current salary status of Company D,and conducted a random sampling questionnaire survey on employee salary satisfaction.We obtained the problems of the company’s compensation system through comprehensive analysis of the status of the salary system and the results of the questionnaire survey.Targeting the problems,this paper maked a reasonable optimization design for the post-level salary system,increased the grade of salary promotion at the same level,and optimized the salary promotion method according to the broadband salary theory and through the work analysis and job evaluation.Then this paper optimized the performance bonus according to different job categories,improved the level of benefits and optimized other wages in order to achieve the goal of motivating employees,improving efficiency and retaining talents,and strive to make the new compensation management methods effectively serve the company’s development strategy. |
