| The equipment manufacturing companies are the important section of the country and an important part of the real economy.To promote the high-quality development of the equipment manufacturing companies,it is necessary to continue to improve their internal skills and continue to strengthen the construction of their core competitiveness and competitive advantages.Talents are undoubtedly one of the key factors to improve the competitive ability and competitive advantage of equipment manufacturing companies.And salary management is undoubtedly an important function of human resource management to attract,retain and motivate talents.As an important aspect of salary management,salary satisfaction is not only a subjective feeling of employees,but also an internal experience related to psychological satisfaction.Good salary satisfaction can motivate employees’ working passion,create more value for the company and realize the ultimate goal of salary management.As a scientific and innovative nuclear power equipment manufacturing company,S company has been constantly developing and expanding,but more and more problems have been highlighted in employee compensation and employee compensation satisfaction,which directly restricts the development of S company and the stability of its talent team.This paper uses literature research,investigation,case analysis,and statistical analysis and other research methods on the basis of employee salary satisfaction concept and relevant theory,to analyze S company salary management status quo,the salary satisfaction surveys is conducted with S company management personnel,professional and technical personnel and the operation personnel as the research object,analyses the overall situation S company employee compensation satisfaction,finds the four categories of factors affecting salary satisfaction i.e.salary level,salary adjustment,salary distribution,and the economic compensation and welfare.The differences of employees’ salary satisfaction under different statistical characteristics such as gender,age,position,marriage,length of service in the unit and position are analyzed in depth,and corresponding countermeasures to improve employees’ salary satisfaction in S company are put forward.It is expected to provide reference and help for improving S company compensation system,improving employees’ salary satisfaction,and deepening S company compensation reform.Specific conclusions are as below:1.Overall situation of employees’ salary satisfaction in S company: this paper adopts the orderly weighted arithmetic mean(OWA)integration method and finally evaluates the comprehensive salary satisfaction of employees in S company,and concludes that the employees’ salary satisfaction in this company is low.More than 85% of employees are satisfied with the payment time,timeliness,payment method and basic welfare(i.e.More than 85 per cent of employees were dissatisfied with the level of pay;More than 83% of employees think their basic salary,performance salary and year-end bonus are low.Employees’ satisfaction with the salary adjustment is relatively low,and the score of the item of salary adjustment basis,adjustment range and adjustment proportion is decreasing from 1 to 5,among which the proportion of "very dissatisfied" is over 50%.More than 50 percent of employees said they were satisfied with their colleagues’ support of their work.2.The four dimensions that affect employee salary satisfaction of S company are salary level,salary adjustment,non-economic compensation and benefits and salary distribution.Among them,the three dimensions of salary level,salary adjustment and non-economic compensation and benefits have significant positive effects on employee salary satisfaction.3.The differences of employees’ salary satisfaction under different statistical characteristics are as follows: employees of different positions and ages show different salary satisfaction,while gender,marriage,educational level and working years of the company have little influence on employees’ salary satisfaction.The salary satisfaction of managers is higher than that of technicians and operators.The salary satisfaction of employees aged between 41 and 45 is higher than that of employees of other ages.4.Measures to improve employees’ salary satisfaction: improve the company’s salary management system and reasonably raise employees’ salary level;Fully understand the connotation of salary adjustment,be scientific and reasonable and do a good job in salary adjustment;Pay attention to the role of non-economic compensation and welfare to implement the whole compensation;Pay attention to the differentiated management of employees;Safeguard measures to improve employees’ salary satisfaction. |
