Research on Employee Compensation Management Issues of Guangxi Wuyu Sports Culture Co., LTD
DOI:
https://doi.org/10.18063/lne.v3i6.1158Keywords:
Salary, Compensation management, Employee, MotivateAbstract
Guangxi Wuyu Sports Culture Co., Ltd. is a sports culture enterprise, a center engaged in sports health services, children's physical fitness and sports training for primary and secondary school students. The company is a start-up established in 2021. Its salary management is currently in the exploratory stage, so there are still many salary issues. This study collected data on the current situation of employees in Wuyu Sports Company in the form of questionnaires, processed the data using Excel tables and SPSS26.0 software, and analyzed employees' evaluations of the company's salary management using description analysis. Studies show that the salary problems existing in the company include: the failure of the incentive mechanism, facing issues such as fairness and salary adjustment. The employees of the company have not received sufficient incentives, the performance assessment has not been done well, there is a lack of a professional salary assessment mechanism, and there is no complete salary management system either. In response to these problems, this study puts forward the following improvement suggestions: First, the management should learn advanced compensation management methods and draw on the successful management approaches of the same industry; Second, improve the company's salary system to ensure fairness and transparency, allow employees to participate in making suggestions, and increase their sense of participation. Thirdly, establish a system for regularly adjusting salaries to meet the development needs of the company; Fourth, listen more to the opinions of employees and at the same time enhance their salary management capabilities through training. These measures can help the company improve the level of salary management, motivate the enthusiasm of employees and promote the healthy development of the company.
References
Alderfer C P, 1969, An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4(2), 142–175.
Alderfer C P, 1972, Existence, relatedness, and growth: Human needs in organizational settings. Free Press.
Cao, J., An, Q., & Chen, H., 2015, Qualitative Research on the Psychological Needs of the Elderly from the Perspective of ERG Theory. Chinese Journal of Clinical Psychology, 23(02), 343-345.
China Sports Industry Group. (2024).2022-2023 Sports Enterprise Compensation Research Report.
Dai Y, 2024, Application of Incentive Theory in Human Resource Compensation Management: A Review of "Research on Human Resource Development and Compensation Performance Management". Chinese Journal of Education, (7), I0032-I0032.
General Administration of Sport of China. (2023). Announcement on the Total Scale and Added Value Data of the National Sports Industry in 2022.
Gong Y, Chen S, Bao R, Xiao Y,& Ma Q, 2025, Research on Improving the Work Efficiency of Trade Unions Based on Maslow's Hierarchy of Needs Theory. China Management Informatization, 28(5), 160-163.
Locke E A., & Latham G P, 2002, Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
Maslow A H., 1943, A Theory of Human Motivation. Psychological Review, 50(4), 370–396.
Maslow A H., 1954, The instinctoid nature of basic needs. Journal of Personality, 22, 326–347.
Milkovich G T., & Newman J M., 2020, Compensation (12th ed.). McGraw-Hill Education.
Shao J., & Chen Y., 2014, Research on the Rupture and Repair of Psychological Contract from the Perspective of Employee-Organization Relationship. Management World, (5), 102-115.
Tian J., & Ma J., 2017, Analysis of the Incentive Path for Rural Teachers to Effectively Participate in School-based Teaching Research: From the Perspective of Survival Relationship · Growth Theory. Teacher Education Research, 29(01), 35-41.
Zhao Z., & Meng F., 2019, Research on the Mechanism of Knowledge Governance on Behavioral Incentives for Knowledge Employees of the Target Party. Nankai Business Review, 22(03), 4-14.
Zhu Y., Chen C., 2024, Why Do Localized Rural Teachers "Return to Their Hometowns and Leave the Land Again": An Explanation Based on ERG Theory. Educational Academic Monthly, (03), 87-95.
