| At the 19 th National Congress of the Communist Party of China,General Secretary Xi proposed that green water and green mountains are the "two mountains theory" of Golden Mountain and Silver Mountain.Since then,the environmental protection industry has ushered in another wave of small climax of development.With the development of environmental protection industry and the significant improvement of environmental protection technology,ZLH company also seized the opportunity to gradually grow in this wave of environmental protection.But in the process of the company’s operation,some problems are gradually exposed.For example,the company’s technical reserves are insufficient,the management system is backward,the compensation system is deficient,and the output efficiency is not high.These problems have become more and more obvious.At the stage that the company must pay attention to,continuing to ignore the company will not be able to maintain sustainable development in the environmental protection market.ZLH company has a larger and larger share in the environmental protection market.While making the cake bigger,it also needs to allocate it well.The achievements of ZLH company’s development in recent years urgently need a set of positive salary system to match with it,to complete the supporting construction of salary system,and to safeguard the rights and interests of core technical staff,so as to enable the company to move forward continuously and stably under the future development tide of environmental protection industry.The research direction of this paper starts from the theoretical explanation,introduces the current situation of ZLH company,Then,the problems were investigated and analyzed,and the optimization scheme of the compensation system was proposed for investigation and analysis.and finally puts forward the supporting safeguard measures,and finally draws the conclusion.In order to ensure the sustainable development of ZLH company in the field of environmental protection,first of all,it is necessary to carry out systematic theoretical research on the compensation system,and then scientifically analyze the current compensation scheme of ZLH company’s core technical staff,and investigate the current compensation system,and then analyze these problems,and put forward the optimized compensation reform scheme based on the problems.At the same time,it analyzes the supporting guarantee of the optimized salary scheme.Finally,we will serve the company well and provide a good salary guarantee for the company’s core technical staff.At the same time,we will also provide a talent guarantee for the company to retain the core technical staff and escort ZLH company in the wave of environmental protection.This paper mainly adopts the methods of questionnaire survey and field interview to study the salary system of ZLH company.On the basis of theoretical knowledge,this paper analyzes and summarizes the current situation of ZLH company and the problems existing in the salary of core technical personnel,and then analyzes the deep-seated reasons according to the views of core technology employees on the existing compensation.On this basis,the basic idea of salary system optimization is put forward.Through the demonstration,this paper draws the following basic conclusions.That is to say,the measures to optimize the salary system are mainly to optimize the original salary elements,put forward suggestions on the construction of salary supporting mechanism,and increase effective communication in the implementation process.From the above three aspects to implement and protect the ZLH company’s core technical staff salary optimization. |
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