Research On The Optimization Of Compensation System Of LH Auto Parts Manufacturing Company

After the establishment of the People’s Republic of China,the rapid development of China’s economy benefited from the positive impact of China’s manufacturing industry.In the face of increasingly fierce industry competition,manufacturing enterprises need to constantly replenish fresh blood.However,how to make employees more passionate about their work and how to make employees more effective in creating value is one of the urgent problems that the production and manufacturing industry needs to solve.In order to enhance the competitiveness and cohesion of enterprises and thereby increase their profits,compensation,as an important means,is often highly valued in human resource management.A reasonable and effective salary management system is a very important component and crucial link in enterprise human resource management,which has great positive significance for the sustainable development of the enterprise.Research has shown that the fairness,rationality,and scientific level of the salary system are crucial for motivating employees and promoting sustainable development of the enterprise,and can even be said to be the core factor determining the future development of the enterprise.At present,most companies adopt this approach to incentivize employees with economic rewards,and it can even be considered an important core factor for the future development of the enterprise.Adopting economic compensation to motivate employees is currently the method chosen by most enterprises.With the continuous refinement of human resource management,economic compensation incentive strategies have become ineffective and even a hindrance to enterprise development.At the same time,non economic compensation has great potential in attracting,stabilizing,and motivating employees,which gives business managers a new direction of choice.If economic and non economic compensation can be organically combined,it will be a powerful tool to ensure the implementation of organizational strategies and respond to changes in challenges.This paper takes LH Auto Parts Manufacturing Company as the research object,describes the research background,significance and research status at home and abroad,and determines the research idea of the paper: first,it provides the relevant salary theoretical support for this research by introducing Maslow’s hierarchy demand theory,Adams’ s fairness theory and Erich Fromm’s expectancy theory.Then it describes the development of LH Auto Parts Manufacturing Company,and conducts a salary satisfaction survey of employees,Design interviews with employees at different levels and functional departments of LH Auto Parts Manufacturing Company,analyze the fairness,rationality,competitiveness,and incentive issues in the current salary management system of LH Auto Parts Manufacturing Company,and propose to solve the fairness and rationality issues in salary management through job analysis and the use of factor counting method for job evaluation.Select appropriate salary level strategies based on the actual situation of the company,At the same time,enriching non economic compensation to enhance the incentive effect of compensation,adopting a series of optimization methods to maximize employees’ work enthusiasm.At the same time,in order to better promote the company’s salary optimization work,specific institutional measures have been provided to the company in terms of document formulation,policy implementation,corporate culture promotion,and multi departmental collaboration,to ensure that the implementation of the optimization plan has good operability,making the salary of LH Automotive Parts Manufacturing Company more humane and diversified,making it competitive externally and fair internally,To enhance the value of employees.