Research On Optimization Of Employee Compensation System Of Zhangye Julong Building Materials Company

Facing the background of economic globalization, it is not hard to find a truth that, throughout the world top 500 enterprises, management is the soul of enterprise, talent is the biggest corporate assets and capital, and the market competition in the final analysis is the competition of talents that enterprise owned. Therefore, the establishment of a compensation system internally fair and externally competitive as well as reflecting market rules to attract and retain the essential talent for enterprise development is undoubtedly consistent with the strategic choice for the sustained and healthy development of enterprise.Zhangye Julong building materials company has a staff of 400 people, in which only 32 professional and technical personnel with an average age under 35 years old, non-building materials and related new employees accounted for more than 80% of the total number. It is obvious that there is fewer skilled employees. Because the company mainly follows the state-owned enterprise management mode in the 1970’s, it resulted in the lack of compensation incentive and 40% of high employee turnover rate, which has seriously affected the normal operation of the enterprise management.Based on such a starting point, this article firstly made investigation on the existing compensation system of Zhangye Julong building Materials Company. Then, the questionnaire survey on the existing problems and the main performance of the degree of satisfaction on company’s remuneration were given out. On such a basis, aiming at the problems of technology intensive, personnel intensive characteristics and existing issues of human resource management of company, a comprehensive optimization was conducted from the choice of the compensation strategy, job analysis and job evaluation, salary structure, post salary, performance salary, bonus and welfare of the enterprise salary system, which will help the enterprise to strengthen human resources management, provide sufficient incentives to mobilize the staff’s working, enthusiasm to improve labor productivity, improve enterprise management level and product market competition ability, effectively promote enterprise and employee grow fast and healthy together, so as to realize the win-win situation of increases of national tax and enterprise efficiency as well as the increase of employees income.