Design Of Compensation Scheme For DMBP Site

The most important part of the human resource management process is compensation management,which is not only relevant to the personal interests of employees,but also closely related to the cost of the company's input.In addition,compensation is used in the human resource management process.Appropriate incentives for employees are also the most effective and direct.Whether the compensation plan is scientific and reasonable has a great influence on the mobilization of employees' enthusiasm for work.Through proper adjustment,it can play its important role of motivating employees,retaining talents and attracting talents,otherwise,it will be counterproductive for an enterprise.In the 21 st century,when the age of promoting values management came,the management of enterprises,the internal staff want to get the individual ability and their own value equal treatment is constantly highlighted,therefore,the search for employees with common values is no longer a choice,but an obligation.As the link between employee and enterprise,salary is the key to realize the demand of value equivalence.Therefore,compensation management plays an important role in the management of an enterprise.In addition,whether the development strategy plan formulated by the enterprise can be carried out smoothly or not,the rationality of the salary plan is also one of the key factors,and the scientific and reasonable salary distribution can play a positive role in effectively promoting the implementation of the enterprise development strategy.With the increasing competition of the gas station market,the competition of the human resources of the gas station has become the main competition factor among the gas stations.BP as a foreign brand gas station needs excellent human resources to achieve corporate strategy.The aim of this paper is to find out the defects and problems of BP's current compensation plan and make the improvement plan from the aspects of matching management,salary structure,salary level and post structure respectively.The ultimate goal is to make the company's salary distribution more consistent with the content of the enterprise's development strategy,to further improve the employee's satisfaction with the company's salary,to make the company's salary culture better,so as to balance the relationship between the cost,the staff and the enterprise,and to improve the innovation competitiveness of the company.The author hopes that this paper can provide appropriate reference and reference for the implementation of salary management in the field of refined oil retailing.