Research On Compensation Management Optimization Of K Tendering Company

With the deepening reform of government functions,in recent years,various government departments have introduced a series of reform measures: Bidding law implementing regulations issued and revised three times for the implementation of the procedures,electronic tendering and bidding,bidding consulting the cancellation of the qualification of the administrative licensing and standards,etc.,make bidding agent industry has entered a relatively loose market competition environment,at the same time,a procuratorial agency population growth spurt,the increasingly fierce competition in the industry,talent flow between enterprises is more and more frequent,How to stand out in the fierce market competition and retain excellent talents has become the focus of concern of enterprise managers.Compensation management is the key link and important content of enterprise human resource management,reasonable compensation management can adapt to the development of enterprises,improve the core competitiveness of enterprises,attract and retain excellent talents.In the face of changes in the market environment,the original enterprise compensation management mode of K Tendering Company cannot motivate employees to actively respond to development,so it is necessary to further optimize and adjust the compensation management scheme,so as to improve employees’ work enthusiasm and efficiency and help employees and the enterprise to make progress together.In the process of writing this thesis,through literature research method,questionnaire survey method and interview method,collect and sort out the salary information related to K tendering Company and tendering industry,analyze and find the problems existing in the salary management of K tendering Company.It mainly includes four aspects: lack of internal fairness in salary structure,weak external competitiveness of salary level,weak incentive effect of performance reward and single form of welfare mechanism.In equity theory,demand hierarchy theory,two-factor theory and related theoretical foundation and compensation optimization design concept,excellent reference compensation optimization scheme,according to the demand characteristics of the new generation employees incentive factors,such as establishing K bidding company compensation management strategy,optimized goal and principle,elements meter point method is used to K bidding company to carry out the job analysis and evaluation,Complete the basic work of salary optimization design,and put forward specific plans to optimize and adjust the company’s salary structure,salary proportion,salary level,payment mode,performance award and welfare mechanism.Fully reflect the pay according to the position,according to the professional ability,adjust the total compensation standard in the principle of effective incentive,to achieve the mutual combination of internal fairness and external competitiveness.Finally,the implementation steps and corresponding safeguard measures of the compensation management optimization scheme of K Tendering Company are proposed to ensure the continuous implementation of the new scheme,provide institutional support for the high-quality development of K tendering Company,and make the company and employees benefit together to achieve a win-win situation.