Research On The Salary Structure Optimization Of The Middle Managers In GS Company

With the opening of the market and the deepening of the reform of state-owned enterprises,the demands of the state and the market on the management level of state-owned enterprises will become more and more obvious,and the pressure on the work and competition of the managers is becoming more and more.If enterprises want to survive and develop and participate in market competition,we must strengthen management and improve efficiency.We must mobilize the enthusiasm of managers.Salary is a measure of the labor value of the employee,but also the affirmation of its working ability,so the salary incentive plays a very positive and effective role in mobilizing the enthusiasm and creativity of the employees.In the actual situation,because of policy reasons or benefit problems,many state-owned enterprises have the requirements of total wages and control,which leads to a certain limit on the way of salary incentive.It is difficult to motivate the total amount of wages through the total breakthrough or raise wage.In the face of the relatively fixed salary,the salary structure can only be optimized by optimizing the salary structure,Way to pay staff management and goal motivation.Based on the theories of overall compensation and equity,combined with the actual situation of GS Company,this paper analyzes the problems existing in the salary structure of middle managers in GS Company,puts forward some suggestions for improving the salary structure of middle managers in GS Company,and explores the dual impetus of integrating salary incentive and performance appraisal.By optimizing the salary structure of state-owned enterprises,we can stimulate the work enthusiasm,subjective initiative and creativity of managers at the grass-roots level,and enhance the development vitality and efficiency of enterprises.