The Study On The Design Of Compensation System For Port Construction Co., Ltd In Qinhuangdao

In the process of enterprise development, some state-owned enterprises in China arefacing human resource management problems of different degree, the compensation issueis one of them. The advanced experience of the modern compensation management theoryand model based on State-Owned Company, the relevant concepts and theories. Then,related research at home and abroad were summarized and reviewed carefully. TakingQinhuangdao Port Construction Co. Ltd. for the practice of relying on unit, throughemployee interviews, expert scoring method and other methods of investigation, collectinga large number of first-hand data, laid the foundation for the further research.Through in-depth analysis of overall situation, the company’s human resourcesmanagement status, salary system present situation etc., combined with fuzzycomprehensive evaluation of AHP method, qualitative method and quantitative method,find the existing salary system design problems, mainly reflected in: human resourcequality and quantity can not meet the needs of enterprise strategy development; projectmanager salary level needs to be improved; the current wage lacks internal fairness; thereis no perfect performance management system. Based on the above analysis, to develop amore scientific and reasonable salary system, overall goals, establish the salary system ofQinhuangdao Port Construction Co. Ltd. for improving the design and key principles.According to the existing problems and redesign the compensation system, including theneeds of human resources in the quantity and quality of the project goal; manager salaryplan to implement the annual salary system; consummating salary wage system;optimization of performance appraisal.Finally, according to the different aspects of the improvement scheme, is proposedto optimize the personnel structure, to meet the human resources quantity requirements;improve the training effect, to meet the demand of human resource quality; ensure theretention rate of high-quality personnel; ensure fair compensation system implementation;supporting the establishment of performance appraisal system; safeguard measures tostrengthen concrete composite talents cultivation in order to provide security, for the implementation of the salary system of the company’s future.