Diagnosis And Optimization Of CM Company’s Compensation System

With the continuous development of the market economy,the rapid development of private enterprises,especially small and medium-sized enterprises,has penetrated into all aspects of our lives,and small and medium-sized private enterprises have become the main force in the development of my country’s market.At present,there are still many problems in the compensation system of small and medium-sized private enterprises in my country.The low incentives of compensation,insufficient compensation of compensation,and internal unfairness of compensation have caused problems such as difficulty in attracting and retaining talents for small and medium-sized enterprises,which is not conducive to the problem.The rapid development of small and medium private enterprises.Therefore,it is necessary to research and discuss the related issues of the SME compensation system.This article mainly studies the compensation system of CM company and optimizes the diagnosis.Founded in 2016,CM is a high-tech company serving small and medium-sized entity merchants across the country,mainly providing professional integrated mobile payment solutions for small and medium-sized entity merchants across the country.This article is based on my many years of experience in human resource management and my understanding of the compensation system of CM,combined with the knowledge of MBA course,to optimize the design of the existing CM company compensation system.The main content of my narration mainly includes the following points.First,it summarizes the background significance,research content and methods of the research.Secondly,it introduces the relevant theoretical knowledge of salary management,the status quo of SMEs’ salary and the development status of SMEs.Once again,introduce the corporate profile of CM Company,and conduct an in-depth analysis and diagnosis of the existing compensation system.Finally,re-evaluate the positions of CM company through job analysis and evaluation,and design a new compensation system plan,and then design the implementation plan and steps of the new plan.This article combines the salary theory with the specific situation of CM company,and the conclusions of the research have a certain positive significance for CM company and SMEs.It is hoped that a complete salary improvement design process can be reflected,so that other similar SMEs can compare themselves with others.Its essence.