H公司创建于2007年，以应用航天技术向社会提供服务，是一家典型的小型高新技术企业，历经十几年的发展，公司目前处于转型期。近年来频频发生因薪酬体系不完善而导致的所需人才无法按时招聘到位、核心骨干流失、管理层离职的风险，这些问题归根到底是因为薪酬不能正确反映岗位价值的大小，薪酬内部公平性失衡，薪酬结构设计不合理，缺乏针对团队设计的激励制度。这些现实不利因素对公司的转型和良性发展造成了很大的影响。

本文以研究H公司现有的薪酬体系为基础，收集相关资料，对公司经营现状、人员结构、薪酬和福利内容进行了详细的调查和分析，再通过问卷调查法和访谈法得出H公司薪酬体系中存在的问题及原因。其问题主要包括以下四个方面：薪酬不能有效区分每个岗位在公司的重要性，薪酬内部公平性失衡，薪酬体系不符合实际情况以及缺乏针对团队的激励制度。

针对以上问题，本文进行了适当的改进和优化，主要调整的内容包括：进行了岗位梳理和工作分析，对梳理后的岗位进行岗位价值评估，设置了薪点表、职业晋升发展通道、业务提成办法，并增加了福利方面的内容。最后针对H公司的薪酬体系提出具体的改善方案，并配合必要的保障措施，有效降低了重新构建薪酬体系的成本。

H company, founded in 2007, is a typical small high-tech enterprise providing services to the society by applying aerospace technology. After more than ten years of development, the company is now in the transition period. In recent years, due to the imperfect salary system, there are many problems, such as the lack of timely recruitment of talents, the loss of core backbone, and the risk of management turnover. In the final analysis, these problems are due to the fact that the salary can not correctly reflect the size of job value, the imbalance of internal fairness, the unreasonable design of salary structure, and the lack of incentive system for team design. These realistic unfavorable factors have a great impact on the transformation and healthy development of the company.

Based on the study of H company's existing salary system, this paper collects relevant data, makes a detailed investigation and Analysis on the company's current management situation, personnel structure, salary and welfare content, and then obtains the problems and reasons in H company's salary system through questionnaire survey and interview. The main problems include the following four aspects: salary can not effectively distinguish the importance of each position in the company, the imbalance of internal fairness of salary, the salary system does not conform to the actual situation and the lack of incentive system for the team.

In view of the above problems, this paper has made appropriate improvements and optimizations. The main adjustment contents include: job sorting and job analysis, job value assessment of the post after sorting, salary table, career promotion and development channel, business commission method, and the content of welfare has been added. Finally, specific improvement plans are put forward for the compensation system of H Company, and necessary safeguard measures are taken to effectively reduce the cost of rebuilding the compensation system.