Research Of XJ Company Compensation Optimization

Compensation management is one of practice in human resource management activities with more sensitive and highly technical requirements,it's hard to reach unity and balance due to the conflict between scientific,fairness,legality,incentive of compensation management system and the limitation of resources and constrained policies and regulations.However,the enterprises have to implement compensation system to attract and retain talent and qualified personnel and motivate their behavior,as well as to enhance the core competitiveness and so on.Under dynamic competitive business environment,it is one of most challenging issue on how to optimize the compensation system and support the continuing organizational management activitiesXJ Corporation is a division of Guangzhou Port Group,it's the major coal transit collection and distribution center in southern China,there are numbers of professional coal ports were built up surrounding south china area during the coal market "golden 10 years" period,in order to achieve the rapid development of their business,they implement market-leading strategies on salary level to attract talent.It's a huge impact to XJ corporation which old and state-owned company,not only market segmentation,increasing the difficulty of the group of goods,and key technicians and backbone of business flows to Competition Company.Meanwhile,with the introduction of 2008 enactment of the new "Labor Contract Law" and other regulations,how to solve the "unequal pay for equal" and other compliance issues is imminent.Based on the major compensation management issues of XJ Company,through comparison analysis the enterprise wage data,combine with market research,internal interviews,questionnaires and other forms of XJ company's compensation system,There are several aspects of the problem: 1)salary structure unreasonable,does not reflect the fair;2)key status of the pay level is low,lack of market competition;3)compensation incentive oriented is not strong,incentive effect is not obvious.Reference to many similar management projects,linking theory with current practice,work out the solutions on how to address major issues of compensation system,1)adjust the ratio between various types of personnel salary structure;setting performance-linked with floating proportion;adjust pay levels for key positions;ensure the competitiveness of salary level to retain talent.2)through employment planning,so that the same post-employment model is more unified,split the post jobs in the mixing area,fully implement the labor contract,reflect the "equal pay";3)consider the efficiency of remuneration principles and the implementation of comprehensive calculation,without a substantial increase in employment under the premise of cost and reflect the principle of internal equity,ensured the feasibility of salary optimization scheme.The present study was designed to study the optimization of XJ Company's remuneration system,to provide the reference compensation management of labor-intensive state own company.