| The continuous development of the global economy has created more opportunities for the development of enterprises,but at the same time,the fierce competition of enterprises is unprecedented,among which the competition for talents has attracted more attention and is one of the core of the current competition of enterprises.As an important part of modern enterprise management,human resource management plays the core role of attracting senior talents and maintaining the dominant position in the enterprise market.An important part of human resource management is salary management,which plays a transmission role between goal and reality.J Private Equity Fund Management Company(hereinafter referred to as "J Company J")is a small and medium-sized enterprise in the private equity industry,which has moved from the new period to the growth period.Due to the high degree of specialization in the private equity industry,enterprises in the industry must have a high knowledge-based talent reserve.With the optimization design of J company employee compensation system,analyzes the present situation of J company compensation management,including understanding the company general situation,organizational structure and personnel composition,and diagnosed the following problems: the department employee responsibilities,the compensation system cannot well reflect the value and compensation system could not adapt to the market and regulatory changes.The analysis of the problems is because: defective job setting,department cooperation leads to conflicts of interest,unreasonable salary structure on the lack of employee incentive and lagging salary system restrict the development of the company.In view of a series of problems and causes,this paper discusses the optimization design of J Company’s employee salary system from the following aspects: post system design and job analysis,salary level design,salary structure design,salary payment design and the improvement of the performance appraisal system.After the optimization design of J company’s salary system,this paper proposes such safeguard measures as establishing organizational guarantee,establishing institutional guarantee and increasing communication and publicity to ensure the smooth implementation of the optimization scheme.This paper hopes that through the optimization design of the salary system of J Company,J Company can improve the level of human resource management and employee incentive,and attract more excellent talents to join J Company,so as to provide guarantee for the future development of J Company,and also look forward to provide reference and reference for similar problems of other private equity fund companies. |
