| A standard,perfect,reasonable and fair compensation system can not only promote the advantages and potential of employees,but also ensure the core competitiveness of enterprises and even achieve the strategic objectives.As one of the largest state-owned coal units,Laogong Yingzi Coal Mine has entered a mature stage after years of growth,yet the management system has exposed certain shortcomings meanwhile,especially in compensation management,leading a low level of employee performance,more safety accidents and constraints of company management,which are not conducive to the healthy development of the enterprise.Therefore,the research on Laogong Yingzi Coal Mine compensation management and improvement has become so urgent and vital to practical significance.Serving as the most direct participants in the most crucial work of coal production,stoping staffs own higher sensitivity towards the compensation compared to others.In this paper,the Laogong Yingzi mining staff is chosen as the research object,the company strategy as the orientation,and the modern compensation theories as guidances.It adopts the literature review method,system analysis method and questionnaire survey method to find out the main problems existing in the present mine salary management.Company’s production and management situations are combined to conduct a comprehensive use of key performance indicators(KPI),incentive theory and 3P compensation model,so as to establish a compensation system based on post level and employee performance,which covers five compensation units including fixed wages,performance pay,safety salary,allowances and benefits.At the same time,in order to guarantee the stable and effective implementation of the new compensation design,the paper also puts forward three safeguard approaches,including the construction of post compensation management team,the improvement of promotion mechanism and the implementation of effective performance appraisal. |
