| A key indicator of the core competitiveness of a country and region is the quantity and quality of talent.In the market environment where the external economic situation is changing rapidly and the competition is becoming more and more fierce,participation in competition is ultimately the competition of talents.Enterprises are inseparable from the support and guidance of talents to maintain sustainable development,and whether the salary system that provides basic guarantees for talents is scientific and reasonable is directly related to the retention of talents.Therefore,it is particularly important to establish a compensation system that is in line with the company s own reality.This paper combines literature research and questionnaire survey,and combines the human resource management theory,especially the salary theory,to analyze the current salary system of Ningxia Airport Company and find out that the existing salary system of Ningxia Airport Company exists,such as:salary structure.On the basis of lack of rationality,insufficient internal fairness of post salary,non-linked performance pay and assessment,and lack of diversity of welfare projects,on the basis of this,specific suggestions for optimizing the salary system of Ningxia Airport Company were proposed:optimized management Compensation system for personnel,professional technicians and skilled personnel.Finally,in order to implement the relevant optimization programs,specific safeguard measures were proposed from the three aspects of establishing a salary svstem communication mechanism,strengthening publicity and training.The purpose of this paper is to improve the salary system of Ningxia Airport Company and promote the realization of the strategic goals of the company,with a certain reference significance for Ningxia Airport Company and other civil aviation airports to retain talents. |
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