The following are the contents of the compensation and welfare case and related answers. YT Company is a large electronic enterprise. In 2006, the company implemented the salary and bonus distribution system of "four for one", which was decoupled from enterprise salary and file salary, and linked with post, skill, contribution and benefit. First of all, the post grade and distribution standard are determined according to the realization of labor value. Post grades and distribution standards are formed by the workers' congress. The company divides all positions into three categories: scientific research, management and production, and each category is divided into 10 grades, and each grade has corresponding salary and bonus distribution standards. Scientific researchers are paid according to their professional titles, managers are paid according to their posts, and workers are paid according to their technical posts. The average salary of scientific research posts is twice that of management posts and four times that of production posts. The second is to determine the amount of bonus distribution according to the nature of the post and the completion of the task. People who have made outstanding contributions to scientific research, management and production are rewarded with a maximum of 80,000 yuan each year. Generally speaking, the company has increased the intensity of bonus distribution and further widened the salary gap. YT pays attention to fair competition as the premise of widening the salary gap. For example, the appointment system for scientific research personnel is implemented once a year. This not only stabilizes the team of researchers, but also encourages outstanding personnel to stand out and provides continuous intellectual support for the long-term development of enterprises. Please analyze the following questions according to the case; (1) What are the advantages of YT's salary system? (2) Do you have any suggestions for improving the compensation system of YT Company? (1) Advantages of YT company's salary system: ①YT company's "one-off and four-linked" salary bonus distribution system takes into account four aspects: work characteristics, employee skill level, employee contribution and enterprise benefit, which shows that YT company's salary system is a balanced salary system. ②YT Company divides all positions in the enterprise into three categories: scientific research, management and production. The job classification is reasonable. ③YT Company divides each type of post into 10 grades, and each grade has corresponding salary and bonus distribution standards. It can be seen that YT company's salary system has clear details, which has laid a solid foundation for the new salary system. ④YT company's salary system is mainly based on scientific research personnel, which makes the salary level of key technical personnel higher than that of ordinary employees, and has strong substitutability and market competitiveness. ⑤YT company can widen the salary gap by increasing bonus distribution, which is beneficial to the growth of enterprise benefits. ⑥YT Company pays attention to fair competition, such as the appointment system for scientific researchers, which provides a premise for widening the salary gap. Suggestion: YT company's salary system has great advantages, but to ensure its effective operation, it needs to do the following: ① Grasp the changes of market salary level, adjust salary in time, and improve the external competitiveness of salary system. ② Continuously improve the performance management system, provide a basis for the operation of the salary system, and ensure the fairness and reasonableness of the salary system. ③ There will be various problems in the implementation of the salary system, so it is necessary to establish and improve the communication platform, give information, find problems, put forward countermeasures and improve the salary system. ④ Pay attention to the combination of long-term incentives and short-term incentives, and implement long-term incentives for senior managers, core technicians and employees who have made outstanding contributions, such as annual salary system, options and equity plans.