Research On The Optimal Design Of Compensation System In D Company

The pharmaceutical industry is related to the national economy and the people’s livelihood and national development.The global epidemic has been raging since 2019,and the development of all industries has ushered in new changes,while the pharmaceutical industry,which is closely related to people’s health,has directly entered the "fast lane" of development.According to the relevant statistical results,in 2021,China’s pharmaceutical manufacturing industry will grow rapidly in an all-round way.The development of the pharmaceutical industry will directly drive the flow of talents within the industry,as well as the prosperity of downstream industries such as pharmaceutical circulation.At the beginning of 2022,nine national departments jointly released the "Fourteenth Five Year Plan",which clarifies the direction of the development of the pharmaceutical industry in the next five years and once again confirms the prominent position of medicine in strategic industries.As a bridge connecting pharmaceutical production and manufacturing with terminal drug stores,hospitals and medical and health institutions,the pharmaceutical circulation industry is facing huge development opportunities in the new market environment.As the largest pharmaceutical circulation enterprise in the region,Company D has been committed to the expansion and consolidation of the business sector in the region since its establishment in 2001.The company has formulated the strategic development goal of "focusing on transformation,improving quality and efficiency" in 2021,which means that the company’s compensation system no longer meets the actual needs of rapid development,and the optimization and upgrading of the compensation system is imminent.This thesis takes Company D as the research object of salary system design optimization.Through interviews,questionnaires and other methods,it finds the problems in the salary system of Company D,such as:single incentive means,unreasonable salary system,poor salary fairness,lack of spiritual compensation,etc.Through analysis,the factors that cause these problems are not only the external factors of the company culture and development history,but also the problems of the construction of the human resources department itself.Based on a large number of domestic and foreign literature and related theories,this thesis combs the design process in combination with the current situation of the salary system design of D Company:First,do a good job in the preliminary preparation,including carrying out local salary research,defining the basic optimization principles,formulating a reasonable salary strategy,re evaluating the post value and writing a job description;Secondly,optimize the salary system of D Company,including formulating a scientific salary strategy,adjusting the salary structure,promotion channels,and improving the incentive system;Thirdly,the expected results of the salary system optimization of Company D were analyzed for deviation and feedback adjustment by means of a return visit from the interviewees;Finally,according to the actual needs of the salary system reform,the corresponding optimization measures are proposed to improve the operability of the entire salary system.By formulating a scientific salary plan for Company D,this research can well meet the actual development needs of Company D.It can not only effectively improve the incentive effect of personnel,but also enhance work enthusiasm and corporate identity,creating good conditions for enterprises to gain greater market competitiveness.In addition,this study can also enrich the research cases in the field of salary system optimization in domestic pharmaceutical distribution enterprises,and provide corresponding materials and basis for the smooth development of other research work.