Optimization Design Of Employee Compensation System In MZ Construction Enterprise

As an important part of Chinese Economic Development,construction enterprises have played an active role in promoting employment,increasing economy,maintaining social stability,easing employment pressure and promoting market prosperity.In recent years,with the further implementation of the policy of "shanty town reform" and the vigorous development of "The One Belt and One Road" construction,MZ construction enterprises have brought broad business opportunities.The development of company is unprecedented,business territory has rapid expansion.However,the direct problems caused by the lagging compensation system of MZ construction enterprises are the low enthusiasm of employees,the low loyalty of technical talents,which seriously restricts the transformation and upgrading of the company and its long-term sustainable development.Therefore,the reform of the company’s compensation system is imminent,and the study on the optimization of the company’s compensation system is of great significance.Taking MZ construction enterprises as the research object,using the methods of case and literature research,questionnaire survey and so on,according to the basic situation of human resources and compensation system,this thesis analyzes the problems such as lack of long-term incentive effect,insufficient market competitive advantage of compensation level positioning and single incentive mechanism of compensation management in MZ construction enterprises’ compensation system,analyzing the causes of the problem:lack the strategic of the compensation system establishment,lack normalized salary survey mechanism to competitors and compensation management system implementation,then proposes the optimization project of pertinence compensation system from clearing compensation localization,post analysis,post evaluation,optimizing the level of compensation and design compensation structure.According to the optimization project,the original compensation system of MZ construction enterprises is adjusted as follows:breaking the original absolute wage difference barrier of the company,introducing the design concept of compensation structure,realizing the cross interconnection of employee wage income between ranks;The benchmark salary management of all levels and types of employees will be carried out as a whole to improve the internal fairness of compensation.The purpose of salary optimization design is to encourage employees to base on their posts,achieve self-improvement and dedication to everyone,help enterprises maintain stable and high-quality talent team,improve the competitiveness of MZ construction enterprises in the market,and help the sustainable development of enterprises,and provide reference schemes and feasible suggestions for the future development of salary management of construction enterprises in China.