Compensation System Design Of Western Mining Group Co.,Ltd.

The most fundamental interests related to worker pay,also workers,employers and the labor market is the most sensitive topic,compensation status and trend of all walks of life is a concern of the whole society.Whether the salary system is reasonable,will directly affect the stability and the subsequent development of the enterprise personnel structure.However,at present,there are many problems in the specific management process of China's enterprises salary management,such as the unreasonable salary structure,the lack of competition,the salary level appraisal system is not perfect,continuous superposition problem and so on,have direct impact on the employee's loyalty and commitment to work enthusiasm.In addition,some enterprises are still restricted by the traditional,old salary system,which leads to the enterprise can not adapt to the development of the times,and even eliminated in the market competition.Western Mining Group Co.,Ltd.is a large enterprise with the comprehensive development of mineral resources,has established institutions salary system for a long time,the average distribution phenomenon is very serious,and even some of the traditional salary management system has been unable to meet the development of the economy and unable to stimulate the enthusiasm of the staff,resulting in low efficiency of the staff,these defects seriously restricted the development of the company.Based on the above background,this paper will mainly focus on the compensation system optimization design of Western Mining Group Co.,Ltd.based on the problems of existing salary management system,and on this basis,the design of compensation system of Western Mining Group Co.,Ltd.,will cover four aspects: compensation strategy selection,compensation system design objectives and principles,the steps to design the salary system and salary structure design.The last part of the paper is the safeguard measures of the new compensation system,mainly from four aspects: importance leaders take?better structure the company make?better incentive solution the company make and the culture of the company.The conclusion have a positive reference for company's compensation system,while have a certain reference value for other companies in the same industry.