The Optimzation Design Of Salary System In LXJ Orainage Area Hydropower Company

China's state-owned enterprises have been keeping the traditional remuneration management methods of national history and culture,political and economic factors as well as external market environment,internal conditions and specific conditions of employees.While the SASAC on the state-owned enterprise remuneration supervision and control is also very strict.With the establishment of market economy system,the content,mode and method of salary management of state-owned enterprises are greatly improved.Based on the current situation and level of salary research at home and abroad,this paper expounds the essence of remuneration for the employees who pay the labor for the realization of the enterprise's target in the legal and legal forms on a regular or irregular basis.The four functions of labor remuneration and remuneration.At the same time,the main factors influencing the salary are divided into the influence of the external factors and the internal factors.The three basic forms of salary are:job salary system,salary system and performance wage system.On the basis of theoretical research,this paper introduces the basic situation of LXJ company,including the company's ground environment,institutional settings,the division of responsibilities of various agencies,staffing and so on.Through the LXJ company to reflect the various problems,in particular,the company's pay system has been unable to meet and apply to the actual situation of the company,and for LXJ company exposed problems one by one analysis.From the design of the overall compensation framework to optimize the basic wage unit,optimize the post salary payroll unit.In the design of the system mainly refers to the combination of performance appraisal and pay system,proposed monthly bonus and employee monthly performance indicators to assess the results of the cash,so that the distribution of pay more rationalization.The establishment of organizational security,system security,technical platform protection,ideological and cultural protection of the four systems for the optimization of the pay system after the smooth implementation of the timely optimization of the effect of evaluation.Making LXJ company to establish a scientific and reasonable compensation programs and incentives for the future development of LXJ company has laid a better "people" basis.