| With the rapid development of science and technology and economy,high-quality education has become the main driving force of national development.This leads to the influx of talents into the economic market,and how to absorb and retain high-quality talents is the main strategic basis for realizing the sustainable competitive advantage of enterprises.The most basic and most important aspect of human resource management is the salary system.A reasonable salary system can realize the rational allocation of human resources and improve work efficiency.Therefore,it is necessary to perfect and optimize enterprise compensation management,give full play to the role and function of compensation,strengthen the incentive role of enterprise compensation,improve the cohesion and centripetal force of employees,and then attract and retain talents.Based on intelligent company,henan spreading information technology co.,LTD as an example,combined with the questionnaire results to this company salary strategy,salary,salary management,compensation management system and system evaluation criteria and compensation management level,etc,the shortcomings of the existing compensation system is analyzed,namely the company set the goal and purpose of pipe system,the management involves more areas and departments,but single compensation management system,performance appraisal to float to the surface,causing employees lose value pursuit;The salary management system is simple and unreasonable,and there is no incentive policy for employees.Compared with other companies in the same industry,the salary level has no competitive advantage and the brain drain is serious.The management still adopts the old performance system.Although the original compensation system has been improved,there are still many problems.In order to truly solve the problem of corporate compensation,we proposed the following optimization measures after consulting the employees: First,we clarified the company’s overall business strategy and compensation strategy,and designed the company’s compensation policy centering on the realization of strategic goals under the guidance of the company’s strategic development goals.Secondly,the compensation strategy of the joint control information company should be formulated,and appropriate compensation level strategies can be selected according to the work nature of different functional departments.Thirdly,the financial Department will evaluate the position value of each position in the company.Fourth,optimize performance management,determine the organization and form of performance appraisal,make clear the specific content of performance appraisal,and ensure that the appraisal method is open and fair.In order to ensure the realization of the optimization goal as soon as possible,some safeguard measures such as setting up a supervision team,perfecting the dynamic adjustment of salary system and giving full play to the role of cultural construction are put forward.This paper mainly studies and optimizes the compensation management system of the company.Based on the comprehensive compensation management concept,this paper applies incentive theory,broadband compensation theory,post value evaluation and other theories,and combines the organizational form of the high-speed industry to optimize and design a more effective and scientific compensation management system. |
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