AD公司是一家专注海外业务的移动端互联网公司，目前正处于创业阶段的上升期。AD公司目前经营状况良好、业务不断拓展，但公司薪酬体系的调整却没有跟上公司战略升级的步伐。对于AD公司这一创新型互联网公司来说，面对激烈的市场竞争，企业的创新能力是赖以生存和发展的关键。企业创新能力的提升，除了依靠正确的战略方向和产品研发外，薪酬制度的公平性以及正向的薪酬激励也是十分重要的。因此，优化设计AD公司薪酬管理体系，成为了企业人力资源管理中的关键一环。

本文结合公平理论、需求层次理论、宽带薪酬、薪酬激励等相关理论，主要围绕优化设计AD公司薪酬体系这一主题进行研究。在问题剖析阶段，本文主要介绍AD公司的基本情况和AD公司薪酬体系现状，并通过访谈、薪酬福利满意度调查的方法发现薪酬体系存在的问题并分析问题的成因。在薪酬优化阶段，本文结合AD 公司的发展战略、组织架构、人力资源现状等方面，制定出一套科学合理、符合市场薪酬水平且适用于AD公司当前发展现状的薪酬体系设计方案，并阐述了AD薪酬体系优化设计的具体方案。在薪酬体系实施阶段，本文不仅提出了针对优化薪酬体系落地实施的一系列保障措施，还对优化薪酬体系实施后的可能带来的负面效果进行了合理预测，并提出了相应的解决策略。

本文研究的意义在于将研究对象具象为成长期的互联网创业公司，通过构建弹性薪酬与完善的激励机制相结合的方式，阐述了人力薪酬体系帮助初创期互联网创业企业保持持续创新能力方面的作用，以点带面的揭示人力薪酬制度与公司创新能力的关系，为后续进一步理论研究打下基础。薪酬体系的优化使AD公司的薪酬体系设计更加合理与科学，有效降低了员工的流失率且提升了招聘效率，同时企业整体经营效率有所提高，从根本上调动了员工的积极性。

AD Company is a mobile Internet company focusing on overseas business. It is currently in the rising stage of the entrepreneurial stage. AD Company is currently in good operating condition and its business is expanding continuously, but the adjustment of the company's compensation system has not kept pace with the company's strategic upgrade. For AD, an innovative Internet company, in the face of fierce market competition, the innovation capability of the enterprise is the key to its survival and development. In addition to relying on the correct strategic direction and product development, the improvement of corporate innovation capabilities, the fairness of the salary system and positive salary incentives are also very important. Therefore, optimizing the design of AD company's compensation management system has become a key part of enterprise human resource management.

Combining the fairness theory, demand hierarchy theory, broadband compensation, compensation incentives and other related theories, this paper mainly focuses on the theme of optimizing the design of AD company compensation system. In the problem analysis stage, this paper mainly introduces the basic situation of AD company and the current situation of the compensation system of AD company, and finds the problems existing in the compensation system and analyzes the causes of the problems through interviews and survey of compensation and welfare satisfaction. In the stage of compensation optimization, this paper formulates a scientific and reasonable compensation system design scheme that is in line with the market compensation level and applicable to the current development status of AD company in combination with AD company's development strategy, organizational structure, and human resources status quo. A specific plan for the optimal design of AD compensation system. In the implementation stage of the compensation system, this paper not only proposes a series of safeguard measures for the implementation of the optimized compensation system, but also reasonably predicts the possible negative effects after the implementation of the optimized compensation system, and proposes corresponding solutions. 

The significance of this study is to visualize the research object as a growing Internet start-up company. By combining flexible compensation with perfect incentive mechanism, it expounds the role of the human compensation system in helping Internet startup companies in the start-up period to maintain continuous innovation capabilities. The relationship between the human compensation system and the company's innovation ability is revealed in a point-by-point manner, which lays the foundation for further theoretical research. The optimization of the salary system makes AD company's salary system design more reasonable and scientific, which effectively reduces the turnover rate of employees and improves the recruitment efficiency.