Research On The Optimization Design Of The Salary System Of SR Clothing Enterprises Based On Job Valu

With the development of socialist market economy,the importance of salary management in enterprise management is becoming more and more obvious.At present,small and mediumsized enterprises in China are restricted by various factors such as salary management concept,salary management cost and salary structure rationality,and there are still significant problems in enterprise salary management.Therefore,it is of great significance for modern enterprises to establish a scientific and reasonable salary system to stimulate employees’ work motivation,improve enterprise organizational efficiency and enhance market competitive advantage.Job value assessment is the key to the design of the compensation system,and is also a highly technical,extensive and heavy workload management activity in modern human resource management,which is one of the key management work that modern enterprises need to pay attention to.Carrying out job value assessment work,using transparent assessment standards,assessment procedures,quantifying the relative value of each position,and arriving at fair assessment results will help employees understand and identify with the value orientation of the enterprise,clarify their own development direction in the future,and effectively reduce possible problems and risks in salary management,reduce employees’ dissatisfaction with salary,and promote the healthy and benign development of the enterprise.Based on the background of economic globalization and the continuous development of market economy,this paper takes SR garment enterprise as the research object,firstly,it conducts extensive collation and search of theories related to the salary system and job value,on this basis,it uses literature research method,survey method,elemental point method and other research methods to measure the internal fairness and external competitiveness of salary through such indexes as employee turnover rate and deviation of enterprise salary industry,etc.We determine the elemental point method as the job value assessment method,conduct job analysis,scientifically select seven evaluation factors to assess the value of each job in SR garment enterprises,determine the job value sequence,establish an assessment model,determine the job level,and analyze the problems of the salary system at the job value level.Using the above job value assessment results,we study and analyze the problems of SR garment enterprise’s salary system,and conclude that SR garment enterprise has the problems of lagging salary positioning,salary level not fully reflecting job value,unreasonable salary gap,single salary structure,and lack of scientific assessment mechanism in the salary system,and analyze the reasons for the problems of the salary system,we can see that the enterprise lacks We can see that the enterprise lacks talents of salary management,the concept of salary management is lagging behind,and the importance of human resources is not recognized.Based on this,this paper puts forward the idea of salary system optimization design,proposes targeted strategies and suggestions,determines the position salary system suitable for the current situation of the enterprise,and designs the salary structure based on position salary based on the position value assessment results and position level,combined with the salary survey results,which is suitable for the current situation of the enterprise,and at the same time carries out the design of piecework salary,agreement salary,performance salary and welfare scheme to form a salary optimization system suitable for the current development of the enterprise.The salary optimization system based on job value is suitable for the current development of the enterprise.In order to coordinate with the implementation of the salary system optimization plan,we propose to establish a salary budget mechanism,improve the mechanism of staff reduction and efficiency enhancement,establish a salary dynamic adjustment mechanism,establish a salary guarantee operation mechanism,and pay attention to humanistic care and psychological guidance and other guarantee measures.