According to the interview, the problem with grassroots employee compensation systems is that they must first improve the compensation evaluation system and improve the flexibility of the compensation system. The grassroots employee compensation system consists mainly of three parts: basic salary, business improvement, and year-end bonuses, allowing companies to increase the components of employee compensation, such as education subsidies and age allowances. By increasing education subsidies, you can reflect your company's assessment of talent and raise employee awareness of self-development. By increasing years of service subsidies, employees receive different years of service allowances depending on their length of service, reflecting the building of a compassionate culture for their employees, as well as attracting new talent, retaining old talent, and reinforcing employee sentiment toward the company. By sticking to the principle of fairness and increasing the composition of compensation and benefits according to the job description, we will adopt different salary and benefit ratios to implement hierarchical management of different job compensation and benefits, and solve the problem of the same level of wages and benefits among grassroots employees.