The Optimization Research On Salary Incentive System—Setting An Example Of Q Company

Scientific and effective salary management system is a key component of enterprise human resource management,and it has become an engine of enterprise growth,playing an irreplaceable role in the sustainable development of enterprises.Theoretical research and long-term practice at home and abroad show that whether the compensation system can keep up with the current development stage of the company,and whether the system itself is reasonable and effective,determines the number of employees’ enthusiasm for work and whether they can display the best efficiency,relates to the internal stable development of the enterprise,determines the centripetal force of the enterprise,and is the "wind vane" for the stable development of the enterprise.The research object of this paper is a private company specializing in adult education in the domestic education and training industry.After years of development and accumulation,the company’s business scope has been expanding,its performance has been improving,and its development prospects are bright.The broadband salary system established in the initial stage has not met the company’s strategic development needs,and does not match the current employee needs.From the perspective of theoretical research and practice,combined with the actual development of the company,it is very necessary and effective for an enterprise to comprehensively and systematically analyze the existing salary system of the company,put forward the overall plan and implementation guarantee for the optimization of the salary system tailored for the company,and make appropriate adjustments according to the implementation.This paper first analyzes the actual situation of Q Education Company and the current situation of human resource management,conducts a comprehensive survey of the company’s existing salary system,combs and summarizes the results of questionnaire surveys and in-depth interviews through questionnaires and interviews,and summarizes the problems in the existing salary system,including the following aspects: the salary system has limitations in fairness The salary system is not incentive enough,the proportion of the salary structure is unbalanced,and the salary level is out of the market.Based on the existing problems in the company’s salary,the reasons for the salary problems are analyzed.According to the company’s actual operating conditions and industry development,taking full account of the enterprise’s salary payment management system and performance appraisal management system,take the essence of the original salary system that is conducive to enterprise development,Remove the dross that does not conform to the company’s development and employees’ needs,pointedly put forward the ideas and goals for optimizing the salary system of the education company,and design an overall optimization plan that meets the actual development needs of the company.Specifically,we have optimized the design from the aspects of management compensation,marketing personnel compensation,teaching staff compensation,logistics personnel compensation,promotion system and communication mechanism,and welfare.In order to implement the overall plan of the company’s compensation optimization design,we also need to work hard on the formulation of documents and policies,the implementation and implementation of policies,corporate culture publicity and training,the establishment of a special group,and multi department cooperation,To ensure the smooth implementation of the salary system.In general,the compensation system design scheme matching Q Company is proposed after considering the actual situation of Q Company.This paper is conducive to basically realizing the strategic goal of stable and sustainable development of Q Education Company.In addition,it also provides certain reference value for education enterprises at the same stage when facing the same problems in the salary system,helps related enterprises break through the bottleneck of their own development,and strives to make the company’s development step to a new level.