Study On The Optimization Of The Salary System Of Hunan Permanent Heavy Industry Technology Co.,Ltd.

Hunan eternal Heavy Industries Co.,Ltd.is located in Xiangtan City,Hunan Province,is specialized in the research,development and manufacture of concrete conveying equipment and its wear-resistant parts.Since the date of establishment,Hunan eternal Heavy Industry Technology Co.,Ltd.has been the development as the first task,the demand for talent is also increasing year by year.Hunan eternal Heavy Industry Technology Co.,Ltd.similar to the majority of private enterprises,was established in a short time,development speed,on the company's human resources management has heavy private enterprises operating characteristics,compensation management has lagged behind,such as payroll lack clear provisions,and irrational,with a strong subjective initiative,resulting in employees feel a strong sense of injustice and reduce the employee's working enthusiasm and creativity,this a series of signs that original compensation system has not applicable in the rapid development of the company,it is bound to hinder the company's long-term and healthy development.Therefore,the analysis and study of the existing salary system of Hunan eternal Heavy Industries Co.,Ltd.,is the key to help the company to achieve rapid growth.This paper based on the related theories of the compensation system,compensation incentive,comprehensive use of literature inductive method,questionnaire survey method and theoretical and empirical combination method and other methods.The effects of the heavy eternal Hunan Science and Technology Co.,Ltd.compensation system optimization problem.Are introduced in this paper firstly and discusses the compensation of meaning and function,salary management and salary system,compensation incentive theory;then through on-the-spot investigation examines the status of staff salary system of Hunan eternal Heavy Industry Technology Co.,Ltd.;finally,combined with the optimization of the salary system of related theory and heavy eternal Hunan Science and Technology Co.,Ltd.development truth design a set of reasonable and effective compensation system optimization,and put forward a series of carrying out the system of security measures.The main conclusions are as follows:(1)the evaluation of Heidegger's compensation method,combined with the organizational structure and job information of Hunan eternal heavy Technology Co.Ltd,denied the post division standard in the past only include management and production sequence,that the company's current job consistsof management,technology,production and sales of the four series;(2)were set up differentiated salary system for management staff,technical staff and production workers in layer three layer,;(3)to ensure the smooth implementation of employee compensation system optimization scheme,put forward the measures to establish and perfect the organization the structure of security,publicity and training mechanism,communication mechanism and performance evaluation mechanism.According to employee compensation system optimization theory,according to the actual situation of Hunan eternal Heavy Industry Technology Co.,Ltd.,the formation of the applicable to the company's employee pay satisfaction questionnaire,exist in a more effective understanding of Hunan eternal Heavy Industry Technology Co.,Ltd.the existing salary system problems and shortcomings and reasonable design of the company's salary system according to the results of the analysis to,especially according to the levels of job,respectively on the levels of management staff,technical level of production and employee levels of employees compensation system were for optimization design.