Research On Optimization Of Employees’ Salary System In A Group Sichuan Branch

The real estate industry has risen rapidly in the 21 st century.In the early stage of its development,it was more to serve the "housing" needs of the public.With the maturity of the industrial chain,it has now opened up more investment income directions.At the same time,the problem of human resources in enterprises has also attracted the attention of many researchers.If the management of "people" in real estate enterprises is not good,the income of "wealth" may be greatly affected.The Sichuan branch of A Group enjoys A good reputation in the real estate industry.However,in recent years,the development of the company has been slowed down by the problems of the employee compensation system.In this thesis,A group of sichuan branch as the research object,using the related theory,using qualitative and quantitative combined,questionnaire and on-the-spot investigation,comparative analysis and other research methods,on the basis of combing company employee compensation system present situation,combining with the survey data and related information,found the main problems of the company employee compensation system as follows: The salary structure is relatively single and the salary level is relatively low.The post salary division is rough and the hierarchy differentiation is not obvious;The salary assessment standard is vague and classified assessment is not carried out;Unreasonable performance control system,inadequate performance appraisal incentive;The salary distribution mechanism is not transparent enough,and the welfare policy needs to be improved.The main reasons are as follows: the difference of contribution value of different positions is not fully reflected,the guarantee conditions of performance appraisal implementation are relatively imperfect,the improvement of incentive mechanism is slow due to the lack of dynamic perspective,and the compensation feedback mechanism and communication channel are not perfect.Finally,the thesis puts forward targeted countermeasures and suggestions from the optimization of salary structure,improvement of post salary evaluation system,optimization of performance appraisal scheme and performance feedback mechanism,and puts forward supporting conditions for guaranteeing the implementation of the company’s employee salary system in terms of organizational mechanism,financial funds and enterprise culture.Hopes for A group of sichuan branch system optimization design,can further arouse the enthusiasm of A group of sichuan branch staff,further guarantee enterprise’s economic benefit and promote long-term development,as for the relevant industry or enterprise of the same type can also draw some valuable and feasible reference.