Research On The Optimization Of The Salary System Of Grassrroots Staff In Sinopec From The Perspectiveo Of Fair Theory

The competition between enterprises is the competition of talents.How the loyalty of the employees,how the work performance and the enthusiasm of the work will have a great influence on the development of the enterprise.Whether the salary fairness is scientific and reasonable will have a direct impact on the work performance of the employees and the loyalty of the employees.Therefore,the enterprise must optimize the salary continuously and continuously,improve the fairness of the salary and improve the quality of the enterprise human resource management,which is the necessity to promote the realization of the strategic development goal of the enterprise.However,it is required.Through literature research,field investigation and other research methods,the paper takes petrochemical Nanning branch as the research object to study and analyze the related issue of salary fairness of grassroots employees in Sinopec Nanning branch.The first chapter is the introduction part,which mainly describes the background of the study,the purpose of the study and the significance of the study.Through the analysis of the problems,it guides the existing problems abroad and outside the country,and compares the differences between the two.The second part is the theoretical review part,mainly about the theories,arguments and arguments used in this paper.Next is the analysis of the company's salary equity problems.And through questionnaires,interviews and other situations,we get the main problems of the company's salary equity.Finally,it summarizes the important conclusions and important reasons of the paper,and points out the shortcomings of the arguments,and gives the improvement methods.Through induction and analysis,the conclusion is as follows:the company's salary fairness is quite large.The main performance is that the salary level is difficult to reflect the grassroots employees' workload,the salary structure can not reflect the grassroots employees' work performance,and the difference in salary can not reflect the personal characteristics of the grassroots employees.This paper puts forward the improvement methods and specific plans from the aspects of salary system improvement,reward method and salary feedback.In a simple way,in order to improve the salary and salary of employees,we should determine the different system and methods of salary growth according to the different positions,determine the rate of salary increase in different posts,determine the different methods of reward,carry out strictly according to the regulations,and improve the good according to the actual situation,and have determined the effective implementation of the system.The remuneration of the staff is fair.At the end of the article,a new conclusion is drawn.Scientific management system is also important for businesses and individuals.