A Study On The Optimization Of Employee Compensation Structure In Myanmar S Garment Factory

As the price of domestic labor in China rises,more and more labor-intensive enterprises are moving countries and regions with low labor price.Myanmar is an important partner in jointly building the "Belt and Road",and the advantages of China and Myanmar are obviously complementary,and the potential for cooperation is huge.After investing and building factories in Myanmar,many Chinese garment companies habitually move the factory management experience that has been running in China for a long time and proved to be feasible to Myanmar.As a result,they encounter many problems because the local culture and habits are completely different from those in China.According to the actual standard number of production pieces and the corresponding unit price,Chinese garment factories will inform workers in a straight way,so as to encourage workers to increase output and obtain higher bonuses.This piece rate system has been in operation for many years in China and has been feasible for the mainstream.Workers know how many pieces of garment they produce every day,and worker can calculate their own due salary.However,in the situation of Myanmar,it is obvious that it is not acclimatized.This paper takes a Chinese enterprise’ investment in Myanmar S Garment Factory as the research object.Through a year of follow-up research,this paper has conducted in-depth interviews with senior managers,middle managers and employees of Myanmar S Garment Factory.It is found that the salary structure of the factory has the following problems: the skill level is set too fine;The incentive of piecework wage is not enough;Large income gap of employees at the same level;Too many salary components;The proportion of salary components is unreasonable.Therefore,the goal of the adjustment and optimization of the salary structure of Myanmar S Garment Factory is determined: to ensure the competitiveness of the salary in the labor market,attract and retain employees;Fully affirm the individual contributions of all kinds of employees,so that employees can get corresponding returns in time;Reasonably control labor cost,improve production efficiency and enhance competitiveness;Combine the long-term,medium-term and short-term economic interests of the enterprise and employees to form a community of interests.Based on the goal of salary structure optimization,four steps are designed: determine the relationship between the garment factory workshop and other departments;Workshop production flow;Formulate specific salary structure scheme;The pay-ability test of the upgraded salary structure.In order to ensure the successful implementation of the compensation structure optimization plan,it is suggested to do a good job in three aspects:keep close communication with employees;Fair and clear salary system for promotion of skill post grade;Set up other reasonable incentives and benefits.After the salary structure optimization scheme was adopted for half a year,the implementation effect was evaluated from the aspects of enterprises and employees.According to the feedback from the questionnaire,the optimized salary structure improves employees’ salary satisfaction,takes into account the interests of both employees and the enterprise,and ensures the stable and efficient operation of the enterprise to achieve its strategic objectives.