Optimization Scheme Of The Salary System Of Gansu Expressway Service Co.LTD

Compensation is the equivalent exchange between the employee and the employer.Compensation management is the core issue of human resource management and a continuous process in which the employer pays the total compensation for the employee’s labor.Compensation management can convey the enterprise’s value orientation and play a fundamental role in the recruitment process.In the rapidly changing market economy environment,how to design and implement a salary management system with fairness,legitimacy and effectiveness is very important for enterprises to maintain and improve competitiveness and realize sustainable development in the face of the knowledge economy conditions that are updated at any time.This paper selected the Gansu province highway service co.,LTD.,as the target enterprise,through to the enterprise situation detailed in-depth investigation and study,using the current more mature about salary structure,salary management,incentive theory,the Gansu province highway service co.,LTD.,operating conditions,organizational structure,human resources situation and pay satisfaction has carried on the earnest analysis,find out the enterprise salary management exists some problems.For the company’s long-term strategic development,cultivate the correct orientation of choose and employ persons,the use of post analysis,post evaluation and salary design tools,adhere to the combination of qualitative and quantitative,according to current situation of enterprise development,to maintain and promote the competitiveness of the enterprise market as the goal,in order to realize the enterprise strategy as the guidance,design system of diversified compensation is constructed.Based on Gansu province highway service co.,LTD.,to adjust the salary structure optimization,especially to post evaluation results to base pay in post salary can be divided into business,management and technology three categories,depending on the type of employees design different post salary,wages and benefits to further optimizeand the performance,in order to solve the lack of fairness in compensation management,post company ever value understanding is not clear,lack of competitiveness level of wages,serious problems such as brain drain.Through adjusting and optimizing the existing compensation system,using the rationalization,differentiation of salary distribution,stimulate staff’s work enthusiasm and creativity,to point with surface improve enterprise human resources management level,promote the scientific and standardization of human resources management,increase competitiveness for enterprises to improve the level of overall performance provide a solid talent guarantee organization.Based on Gansu province highway service co.,LTD.,the problem of the original compensation system,especially in the clear responsibilities,clear work rights formulated in accordance with the enterprise on the basis of the compensation system,can effectively arouse the enthusiasm of the employees to work,stable development to adapt to the enterprise staff,as a safeguard,can promote the smooth implementation of of company strategic planning,in the increasingly open market gain a competitive advantage.