Research On Salary System Optimization Of Carriet Company

With the rise of new car-making forces,the automotive industry has initiated technological changes,and auto parts companies that produce supporting products for OEMs are also faced with the choice of traditional and new technologies.When lightweight bodies gradually become the future development trend of automobiles,The competition for relevant technical talents is very important among auto parts companies,especially in the northeast region where the brain drain is increasingly serious.Carriet is an auto parts company in Northeast China.Its main products are body parts and chassis parts.At the moment of rapid development and change in the industry,Carriet continues to innovate its process layout in order to seek new market opportunities and obtain more High market position and sales revenue.However,the shortage of talents has become one of the obstacles to the further development of the company.Carriet is facing problems such as a single salary structure,low salary level,and insufficient salary attractiveness.The salary management gradually fails,and the reform of the salary system is imminent.Salary management is the kernel and base in contemporary human resource management.Salary is extremely closely related to the own-self interests of every employee,and directly influence employees’ satisfaction with the company and their ardour for work.For enterprises,it is very necessary to establish a salary strategy that matches the development of the enterprise and the market environment,establish a scientific and reasonable salary structure,and determine a competitive salary level.Building an efficient,reasonable,scientific and perfect salary system can maximize the retention of talents for the company,attract talents,stimulate the enthusiasm of employees,and lay the foundation for the smooth development of other modules of human resources management,so that the business goals of the company can be better.Good implementation.At present,there are numerous studies on the compensation management system,and there are many theoretical and practical experiences.However,there are few studies on the compensation system of auto parts companies under the background of foreign capital,and there are even fewer researches on the compensation system combined with the current status of the auto industry.There are very few,and the actual situation of each enterprise is different.Based on the theory of the predecessors,learning the case experience of the predecessors,using the existing practical experience,combining the development status about the automobile industrial and the actual situation of Carriet,this paper analyzes the troubles and troubles of Carriet’s compensation system.Reasons,refer to the salary level in the industry,and put forward opinions and plans for the revision and improvement of Carriet’s salary system.According to the different types of positions,the paper divided the salary of Carriet into two modules: operating positions and office positions.By adjusting the salary structure and salary level to optimize the salary system of operating positions in Carriet;The applicability and feasibility of the company’s office positions are evaluated,and the salary system of the company’s office positions is optimized in combination with the broadband salary theory to ensure the inside fairness,incentives and outside competitiveness of the salary.Guarantee the smooth and efficient operation of the company,bestir the enthusiasm of employees,at the same time,save the recruitment costs,training costs and trial and error costs caused by the loss of talents while retaining talents for the company.Under the environment of industry change and shortage of human resources,maintain the competitive advantage of talents,develop steadily,and achieve the company’s strategic goals and business goals.