A Research On The Optimization Design Of The Compensation System Of Company A

In a new round of technological revolution,industrial transformation and development mode of historical intersection,A company water conservancy and hydropower engineering construction industry also gradually into the transition period,the company to other provinces and cities,improve the overall industry competitiveness,need to stimulate professional and technical personnel higher enthusiasm,form to the professional and technical personnel tilt salary system,build a condensed upward professional and technical personnel echelon,enhance A company technology core competitiveness.This article with A company as the research object,adopt the literature method,questionnaire method and comparative research,by combing the organization structure,personnel composition of A basic situation,using key crowd interview,salary satisfaction survey,thorough analysis found that A salary system lack of industry competitiveness,internal job evaluation and actual value decoupling,unreasonable salary grade difference.Combined with skill salary system,ability salary system,broadband salary theory,analyze the shortcomings in salary system construction,combining the A talent strategy development direction,build "knowledge" salary system,to the position of A salary system design,increase the salary floating range,optimization,non-economic compensation level promotion scheme,add compensation system optimization,skills and ability as the core countermeasures,and put forward the corresponding safeguard measures on personnel,capital and system.It ensures the smooth completion of the salary system optimization work of Company A,effectively enhances the core competitiveness of Company A,and provides the necessary talent guarantee for the realization of the next strategic goal of Company A.