Study On Improving The Staff’s Salary System About Nn Communications Segment Of The Railroad Bureau

Scientific staff remuneration system system and workable system of remuneration program is an important task in the process of enterprise human resource management, a work that is also a must do a good job. In this study, combined with the communications segment of NN Railway Bureau staff remuneration system programs to improve specific research.The article first analyzes the communications segment of NN Railway Bureau staff remuneration system programs to improve the background to the study explored the meaning and purpose of this study expand the basis of reviewing the existing literature, this study content, methods andideas. Constitute a departure followed the organizational structure and human resources communications segment from the NN Railway Bureau, analysis of the NN Railway Administration Communications staff salary structure, job wages set, performance appraisal, benefits and subsidies and other aspects of the situation, that the NN Railway Bureau communications staff salaries system of the salary structure is not excellent, job wages set unreasonable salary flexibility and lack of diversification of the bonus and welfare issues. On this basis, proposed to mobilize the enthusiasm and initiative of the NN Railway Bureau communication staff, the principles of equitable, dynamic, competitive three main principles to re-post set and identified on the basis of, and proposed the establishment of the NN Railway the salary structure of staff positions, salary of the Board communications segment performance allowance bonus welfare subsidies, adjust staff salaries constitute a proportion, simplifying business and employee pay levels and structures, dynamic performance appraisal system with allowance linked to perfect the system of incentives and welfare benefits other improvements launched a detailed analysis. Finally, we discuss the NN Railway Administration Communications segment pay system program to optimize the implementation of safeguard measures, and improve the performance appraisal of the seriousness and credibility and effectiveness, and improve the bonus internal distribution mechanism, and efforts to improve trade union environment.