Compensation System Optimization Design Of The Morningstar Human Resource Service Company’s Grass-Roots Employees

As the important role of human resource management in economic and social development attaches great importance to by the society from all walks of life,human resource service industry booming,grass-roots staff as the core competitiveness in human resource service industry,for its established a set of attracting talent,motivating employees,a stable core staff salary system has a very important role in the development of enterprise management.Morningstar human resource service company predecessor is a national institution,its pot type compensation distribution pattern already can not adapt to the change of the external competitive environment,leading to grassroots employees enthusiasm is not high,the core employees erosion is serious,and so on and so forth.In this paper,the morning star hr service company grass-roots employees compensation system as a case,study on compensation on the basis of research achievements at home and abroad,grass-roots staff of the enterprise diagnosis to the current salary system existing problems,analyzes the problems existing in the compensation system,in line with the purposes of grassroots employees and the company common development,follow the compensation optimization strategy,optimizing especially,specific put forward on the current compensation system optimization scheme.On the basis of job analysis using "factor meter point method" to evaluate the value of grass-roots staff positions,based on the post value evaluation design "a duty paid" salary system,according to the result of performance appraisal post wage level dynamic adjustment,through junior staff salary rise.Through the establishment of grass-roots staff professional rank,combined with the staff education,working years,job title promotion evaluation factors such as to change the existing administrative rank system;And according to the academic promotion,professional qualification certificate of professional staff,performance and other factors on the dynamic management for the professional ranks,encourage the staff to develop in the direction of specialization.By strengthening the process of performance appraisal management,give play to the role of performance pay incentives,encourage employees with good performance to achieve personal growth and rank promotion,in the form of performance pay salary management guidance.By get through the promotion channels,construction of grass-roots staff training system and other measures to bring into play the function of the economic compensation incentive,meet the needs of grassroots employees self development and self growth.The final compensation scheme optimization implementation safeguard measures are put forward,and promote the smooth implementation of the scheme,through the guarantee mechanism to implement the dynamic management of basic employee compensation system.Give full play to the grass-roots staffs work enthusiasm,maintain the stability of the grass-roots staff core team,achieve the goal of grass-roots staff with enterprise common development.