Liaoning Shunda Company Machining Research Personnel Salary Management Problems

In the enterprise human resources management,the salary management is an important part.Salary management mostly has obvious characteristics and advantages in most of the successful business enterprises.Grass-roots staff of Shunda company has a larger proportion,while the machining staff among the grass-roots workers have the largest proportion.This paper takes the fact as the background and takes the machining staff of Liaoning Shunda Company as the research object.In this paper,machining staff can be divided into three categories:primary,intermediate and senior workers.This paper analyzes the current situation of salary level,salary structure and salary management of machining workers,and puts forward the corresponding countermeasures for the existing problems.The article has important research significance to optimize the salary management system of the machining staff in Shunda Company.It provides theoretical support and reference significance for promoting the stability of personnel and improving the enthusiasm of the machining staff and enhancing the competitiveness of Shunda in the same industry.On the basis of reading a large number of literatures,this paper uses the human capital theory and incentive theory and systematically summarizes the six factors that affect the structure of the salary structure.Six factors are the enterprise management status,the supply and demand of the labor market,the enterprise development cycle,the technical level of the incumbent,Job performance and corporate culture.On the basis of the research on the current situation of the salary structure of Shunda Company,the fuzzy comprehensive evaluation method is used to evaluate the salary structure level of the machining staff.The evaluation results reflect Liaoning Shunda Company problems of unreasonable salary structure,low salary and other issues.Based on the above six factors,we find the problems of salary management of Shunda Company’s machining staff and put forward the improvement measures.These measures are as follows:Companies should raise the wages of machining workers at all levels and link them to the business situation and the development cycle.The company needs to change its original compensation model into a new compensation model that is based on a fixed salary and variable pay,which is adjusted in time according to the company operating status.The company establishes a performance appraisal system with the workload as the main assessment index,and it can make the Shunda Company’s salary management system more standardized.We will implement a flexible welfare system and increase the type of welfare benefits so as to improve the enthusiasm of the machining staff.The company should pay attention to improve the technical level of machining workers,targeted training and exchange of experience,so that it can promote the company’s technological innovation and lay the foundation for the company’s long-term development.Make full use of corporate culture-oriented role,And the company unified understanding,so that its own career and the company’s development closely linked to the principle of improvement so that Shunda’s compensation management system is competitive and attractive,internal justice.The company should make full use of the guiding role of enterprise culture to guide employees to get the unified understanding of the company,and make it to closely link their own career with the company’s development,at the same time,it should develop reasonable improvement principles which it makes shunda company compensation management system more competitive,attractive and fair.