| In the process of modern enterprise operation and management,the importance of salary management has been affirmed by more and more enterprises.Scientific salary management can not only promote the better development of enterprises,but also help enterprises gain market competitive advantages.A perfect and scientific salary system is not only a plan for enterprises to pay salaries to employees,but also an engine for employees to create value for enterprises.It can help enterprises attract,retain and motivate talents who meet the strategic needs of enterprises,maximize the interests of enterprises and employees,and achieve win-win results between employees and enterprises.Zhuhai Top Cloud Technology Co.,LTD.(here in after referred to as Top Cloud Company),founded in 2019,is a small and medium-sized software development enterprise.As a smart city software provider and a high-tech enterprise,the company has a greater demand for talents than traditional industries.Therefore,in order to enhance the talent attraction of enterprises,reduce the turnover rate of existing talents,and meet the demand for talents in the business development and external competition of enterprises,it is of great significance to construct a compensation system guided by the development strategy of Top Cloud Company for the implementation of corporate strategy and the realization of the company’s business objectives at the present stage.In this paper,the salary system of Top Cloud Company is the main body of the study,and the relevant theories of salary management are taken as the guidance to analyze the overall operating conditions and human resources composition of the enterprise.The data are statistically analyzed by means of salary satisfaction questionnaire survey and employee interview.It has sorted out the main problems in the current compensation system of Top Cloud Company,such as lack of strategic thinking,improper proportion of compensation structure,lack of fairness of compensation,lack of incentive,low level of compensation management,and single welfare projects.On the basis of the previous research,based on the optimization objectives and principles of the compensation system,the compensation categories were optimized,the compensation structure was adjusted,and the bonus system and welfare system of the company were improved and optimized.According to the implementation points of the compensation system,it provides supporting organizational guarantee,institutional guarantee and corporate culture guarantee measures to ensure the smooth implementation of the new compensation system of Top Cloud Company.The compensation system optimization design of Top Cloud company is based on the principle of legality,guided by corporate strategy,efficiency priority,fairness,economy and competitiveness as optimization principles,in order to achieve the purpose of rapidly improving the sense of belonging of Top Cloud Company employees,attracting and retaining outstanding talents,and improving team combat effectiveness.The optimization of salary system provides practical reference for compensation management design of other small and medium-sized software development enterprises for the continuous,healthy and rapid development of enterprises. |
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