The Study Of Optimization Of Compensation System Of M Mining Industry Co, Ltd.

It is an important strategic activity for human resources management,as the important link and core part of this management, compensationmanagement has close relationship with arousing the enthusiasm of theemployees and making human resources to play their value adequately dependon whether to have a set of effective compensation system and havingscientific management. Compensation management even can influence theeffect of human resource management, and further strategic objective of theenterprise.In the study, this paper makes a state-owned enterprise of copper mine(M mining Co., LTD) as the research object, and the current global economicenvironment as the background, and the future trends of compensation reformof state-owned enterprise as the guidance. Firstly, the paper reviewed thedevelopment course of the theory of compensation management, then makes adeep analysis of the present compensation system by using the basic theoriesof the compensation management, according to the questionnaire of thecompany’s compensation system, and then found out the problems of currentcompensation system. Then proposes an idea of optimization design accordingto the problems, constructs the new compensation system finally. In the newcompensation system, according to the different of middle and seniormanagers, general managers and technical staff, ordinary workers, has usedthe difference of compensation model, which will play positive role for thecompany achieving the strategic goal of future.In this paper, when optimizing and designing the compensation systemof the company, the company making the current shortage of its compensation system as the basis, considering to the market and the motivation, andthen makes that two factors into compensation system closely. In addition,in order to make the new compensation system with more human characteristics，the company encourages more staff to participate in the optimization process,and makes much communication with employees, and adopts their opinionswidely. The authors expect this paper can be reference for some state-ownedenterprise like M company.