Research On Compensation System Optimization Of G Company

The healthy and stable development of China’s economy is inseparable from private enterprises.In the process of development,private enterprises have some disadvantages such as weak market risk resistance ability,small asset scale and backward management mode.In the process of management,private enterprises do not pay enough attention to salary design,which has a negative impact on the development and expansion of private enterprises.In the face of modern salary theory,private enterprises should seize the opportunity and challenge,do a good job in modern salary design,fully stimulate the active initiative of employees,and promote the healthy and long-term development of enterprises.The paper takes G Company as the specific research object,adopts literature analysis method,case analysis method and other research methods to analyze the current situation,problems and causes of the original compensation system of G Company,and uses modern compensation theory to redesign the compensation optimization design.The paper uses questionnaire survey and other methods to analyze the status quo and influencing factors of G company’s compensation system,and discusses the main problems of G company’s compensation system,such as lack of strategic design,fairness,competitiveness,incentive,dynamic and welfare is not in place.Formulate the principles and procedures for the optimization design of company G’s compensation system,describe,evaluate and classify the positions,optimize the compensation system from the aspects of compensation strategy,level,structure design and welfare system design,and propose safeguard measures from the aspects of publicity and communication,organizational structure,organism system and performance appraisal.The research in this paper,on the one hand,provides a scientific and reasonable compensation system for G Company,and on the other hand,provides a beneficial reference for the construction of the compensation system in the same industry.