Jilin JA Group Salary System Optimization

With the development of economic globalization, China has stepped into the economic developmenttransitionstage. Many low value-added, backward industries will be gradually eliminated. Emerging manufacturing and processing industry will gradually lead the national economy and become the focus developed industry. And investment in these emerging industries will bring great opportunities and market space for the development of China’s construction and installation industry. The construction and installation enterprises’ salary is poor, strong liquidity and human resource demand is great. It’s a branch of the construction industry. The core of the project quotation is based on labor costs. Labor cost is very large in the whole project cost. So, how to build a reasonable compensation mechanism and effectively control the labor costs are crucial for the enterprise benefit and competitive advantage.This paper focuses on the original salary system and the existing salary system situation of JA group in Jilin Province, to improve and optimize the original salary system to meet the development needs of the company at this stage. It is divided into six chapters. First chapter, it focuses on the background of this research, research significance, research content and research method. Domestic and foreign existing theoretical and practical results are organized. It makes a research framework of this paper and lay the foundation for the following research. Second chapter, it mainly elaborates the theory of the modern enterprise salary system. It explains the salary system’s choice, the form, the design and the content and so on. This paper expounds the related theories of optimization and improvement of the salary system. Third chapter, explain the existing salary system of JA group in Jilin province and its salary system, internal structure, etc. Based on the company’s external environment and industry environment, the existing problems of salary system is analyzed and discussed. And it proposes the causes of problems and gives the related solutions and strategies and points out the importance of modern enterprise salary system reform. Fourth chapter, the empirical research part of this paper, research and analysis on the satisfaction degree of JA enterprises’ salary. To collect the relevant data of the company’s employees’ satisfaction degree to the company’s salary system with the form of questionnaire. And detailed analysis of these data, and finally find out the main problems and key factors which influence the salary system. Fifth chapter, optimizing and upgrading the salary system of JA group. According to the above several chapters of the research and analysis, it comprehensively upgrades and optimizes the JA group’s salary system. To clear optimization objectives and principles, design scientific and reasonable optimization scheme. It spreads a targeted upgrade and optimization according to employee satisfaction and the company’s existing problems. And it puts forward practical safeguard measures to ensure the normal operation of the salary system. At the end of this paper is the summary of the full text and the future prospects. It summaries the full text analysis and research and points out the shortcomings, and makes the outlook and expectations of future research.