The Study On Employee Salary Optimization Of JZ Company's Gas Station

At this stage,JZ company will take the scientific development concept as a guide to speed up the implementation of resources,markets and internationalization of the three strategies,which focus on accelerating the transformation of growth,improving the ability of independent innovation,the establishment of safe and environmentally friendly energy-saving mechanism,building a harmonious business interests Of the distribution,efforts to make workers more active and high quality to complete the task of distribution tasks,and ultimately enable enterprises to successfully complete business purposes.As an important part of enterprise management,salary management is directly related to the employee's satisfaction with the employees and the enthusiasm of the staff,and helps to improve the enterprise system and improve the competitiveness of the enterprise.The rapid development of market economy,the competition between enterprises has become the knowledge and talent competition.Therefore,how to attract and retain high-quality talent,has become an urgent need to solve the problem of human resources management.The current salary system model is relatively simple,the lack of scientific and comprehensive theoretical system as a guide,mainly rely on the traditional experience model to design.With the continuous development of the market economy,this kind of salary system exposed to the problem more and more prominent.In this paper,the salary system of JZ Company's gas station is taken as the research point.In view of the problems existing in the current salary system of JZ company,this paper analyzes and studies it according to the advanced salary management theory at home and abroad.Ultimately,we propose a relatively scientific and effective gas station staff salary optimization program.This paper makes a study on the human resource management system of JZ Company,and analyzes the status quo of its salary management in detail by using the method of literature analysis,questionnaire survey and interview.Based on the current situation and development trend of domestic salary research and the principle of salary system design,this paper completes the design of questionnaire and organizes staff to interview.Finally,the data of the survey are analyzed.Finally,the data of the survey are analyzed.Through the research and analysis of the salary system of JZ company's gas station,it is found that the salary system has the following problems: the wage level is not transparent;the salary level does not have the market competitiveness;the salary level is not meticulous;the salary level is not reasonable.In view of the above problems,combined with the compensation theory,we re-design the salary system of the JZ Company's gas station.The main principles of the design process include: taking into account the fair principle of the post;enhancing the competition principle among the industry;Business development incentives;meet the principle of the whole business development needs;to ensure the legal principles of the pay system.In accordance with the above principles,mainly from the following levels to improve: A clear salary system;the construction of a reasonable salary system;the use of "the same period" and "secondary distribution" approach to improve the performance of the wage component of the composition;clear allowances,overtime and welfare policies,multi-faceted to stimulate the enthusiasm of the staff Finally,the system of compensation for the optimal design of compensation system to ensure that the feasibility of the new system and the best results.So as to promote first-line production workers to improve performance for the enterprise fast,safe,healthy,sustainable development and ultimately achieve a solid foundation for strategic objectives.