Human Resource Cost Management In Surveying Industry

As the economic growth gradually slows down and the market competition becomes increasingly fierce,the survival situation of Chinese enterprises becomes increasingly difficult.In order to occupy a dominant position in the market competition,more and more enterprises do not hesitate to attract and leave more high-quality talents.In an enterprise,the management level of human resources will directly affect whether the enterprise can attract high-quality talents.The cost control of human resources will directly affect the level of human resources management and the total cost control of the enterprise.Therefore,how to reasonably control the cost of human resources can meet the needs of enterprises to attract,cultivate and retain core high-quality talents for a long time,and at the same time keep the cost within a reasonable range,which is a subject worthy of enterprise research.This paper takes W company,a survey and design enterprise,as the research object,and applies the research method of countermeasure research.Firstly,it expounds the significance of human resource cost management in modern corporate governance and in the background of survey and design industry transformation.Secondly,analyzes the compensation costs in the company's human resources cost,acquisition cost,training cost management present situation,through the analysis of the status quo,found the company human resource cost management exist the following problems: the human resources cost management concepts backward,still continue to use the budget compensation system under the economic system of institution,human resources cost inefficiencies,incentives for staff is not enough,the human resources cost structure is relatively reasonable,post Settings can not adapt to the needs of the development of the company transformation,etc.,and analyzed the cause of the above problem: It is mainly due to the unreasonable post setting and organizational structure,lack of systematic talent demand assessment,superficial performance management and low salary satisfaction.Then,in view of the above problem,together with the present situation of W company limited to total compensation,etc,on the premise of company strategic development direction and puts forward the corresponding optimization measures,on the premise of total compensation is constant,by means of W company in the process of transformation of talent demand,complete the company's post to reset,on the basis of further complete compensation system and post system docking,complete the redistribution of compensation costs,and then by optimizing the performance evaluation system,perfecting examination system and improve the incentives for employees,improve the enthusiasm of employees,through the post to reset to make overall plans of the company's demand,Improve the job demand specification,broaden the company's recruitment channels,optimize the enterprise's acquisition cost,with the company's strategic development as the guide,combined with job demand,strengthen the management of training cost;Finally,this paper proposes how to ensure the smooth implementation of the optimization plan of human resource cost management of W company,strengthen the establishment and implementation of the human resource system,and provide institutional guarantee for the smooth implementation of the optimization plan,so as to ensure that there are systems to be followed and systems to be followed;At the same time,strengthen the construction of corporate culture system,enhance the sense of belonging and responsibility of employees;Strengthen the normal development of basic human resources work to ensure that the daily work in an orderly manner.