Study On Improvement Of Management Of Gxyh Company’s Compensation

In2012, GXYH tube Nanqin high-speed rail will be opened to traffic, become Guangxi ’s first operation of high speed railway. High-speed rail era in addition to a large number of capital support, advanced technical support, also need to build a railway innovation talent team, to create a good working environment to retain talent, innovative talents. In view of this, the company’s existing salary management for diagnosis, for the company to tailor the appropriate salary management system, give full play to the role of salary incentive, stimulate staffs work enthusiasm and enhance their sense of belonging, further mobilize the staff safety, increase benefit work consciousness, enthusiasm, develop joint venture railway system advantages, for the company’s sustained, healthy development and lay the foundation for the railway industry, especially in joint venture railway company compensation management system redesign has a certain guiding significance.In this paper, on the basis of collecting large amounts of data, on the company’s existing total compensation level, compensation structure status, salary incentive measures are analyzed, thorough company departments, each basic unit of production, the company undertakes survey, and the leadership of the company, production line staff were interviewed face to face, the basic grasp of the company at all levels of pay competition, incentive, perceptions of fairness, put forward on the basis of salary structure salary, salary, salary management system, external competition, incentive sex diagnosis, the foundation of human resource management work is relatively weak, the salary management effect is not ideal diagnostic conclusion, forming a good human resource base, improve the level of management and improve the pay system, give full play to the role of salary management incentive suggestion. To explore a set of consistent with the actual situation of the company and the strategic development of salary management system, so that the staff salary and job responsibilities and work performance, so as to realize the compensation assessment of timeliness, fairness and justice, to promote the company scientific development, safe development, sustainable development provided a strong impetus.