Research On Compensation Structure Optimization Of XT Company

In the modern society of "mass entrepreneurship and innovation",the number of small and medium-sized private enterprises is increasing and has grown into an important part of the national economy.Such enterprises help to achieve steady economic growth,effectively relieve employment pressure and accelerate scientific and technological innovation.As an important part of enterprise management,high-quality compensation management is conducive to attracting,motivating and retaining talents,and conducive to the development of enterprises.Therefore,more attention should be paid to compensation management,which can help small and medium-sized private enterprises to have higher competitiveness in the market.However,as far as China’s small and medium-sized private enterprises are concerned,the salary management system of such enterprises is not perfect,and there are many problems in the salary structure.These problems reduce the enthusiasm of employees,reduce the incentive effect and even accelerate the brain drain of enterprises,which is ultimately not conducive to the long-term development of enterprises.Therefore,it is of great significance to optimize the compensation structure of small and medium-sized private enterprises.Firstly,this thesis studies the influencing factors of compensation structure at home and abroad,the effect of compensation structure,the design of compensation structure and other related theories,and expounds the basic theory of compensation structure.Secondly,it analyzes the existing salary structure of XT Company,and through the employee salary satisfaction survey,the existing salary structure is analyzed to find out the deficiencies and existing problems.Finally,according to the problems,the compensation structure optimization design of XT company is carried out in four steps: one is to establish goals and principles.The compensation structure optimization design aims at maintaining the interests of employees and promoting the development of the company and society,and establishes the principles of fairness,incentive,economy,legality and full participation.The second is to establish pay grade.Evaluate the position value,and determine the salary level according to the evaluation results.The third is classified design.Design different salary structure proportion according to different employee groups,and optimize the design in basic salary,performance salary,bonus and welfare salary.Fourth,implementation and guarantee.In order to ensure the smooth implementation of the program,the implementation strategy and safeguard measures of the optimization program are put forward.The optimized salary structure not only plays the role of guarantee and incentive,but also attaches more importance to humanistic care.On the one hand,the basic needs of employees can be met;on the other hand,the sense of identity and belonging of employees can be greatly improved,which is conducive to enhancing the cohesion of enterprises and promoting the long-term development of enterprises.