Compensation System Optimization Design Of The C Company Of China Constrction Seventh Engineering Division

The construction industry is not only an important part of China's economic development,but also the main force to promote employment.It has played a positive role in stabilizing national economic growth,alleviating employment pressure,maintaining social stability,promoting market prosperity and so on.With the further implementation of the reform of income distribution system,the improvement of modern enterprise system reform of state-owned enterprises has gradually entered the deep water area.In recent years,the construction of "Belt and Road Initiative" has flourished,which has brought broad business opportunities to C Company of China Constrction Seventh Engineering Division,which is located in the Central Plains.The development speed of the company is unprecedented,and the business territory is expanding rapidly.The direct problem caused by the lagging salary system of C Company of China Constrction Seventh Engineering Division is that the employees work.The low enthusiasm and the low loyalty of technical talents seriously restrict the transformation,upgrading and long-term sustainable development of the company.The reform of the company compensation system is imminent,and the research on the optimization of the company compensation system is of great significance.This article takes the state-owned construction enterprise C Company of China Constrction Seventh Engineering Division as the research object,adopts the literature research method and the questionnaire survey method,bases on the enterprise human resources and the salary system basic situation,through to the C Company of China Constrction Seventh Engineering Division,The analysis of the external environment combs the unreasonable salary strategy,the imperfect salary system and the low satisfaction degree of the compensation system.The reasons for the problems are as follows: the management of the company has insufficient understanding of the role of the compensation system,The market competitive advantage of salary level positioning is insufficient,and the market response of compensation system lags behind,and then from the salary strategy,post analysis,post evaluation,salary positioning,compensation.Structure,salary level six main aspects put forwardtargeted salary system optimization design scheme.The optimization design scheme adjusts the original salary system of the company as follows: optimizing the salary layout of the company,focusing on adjusting the proportion of the company's "salary" and "pay";The dynamic adjustment mechanism of salary system has been strengthened,and the salary level of marketization and localization of projects in different places has been supported.It breaks the original barrier of absolute grade wage difference,introduces the design concept of broadband salary structure,and realizes the cross-interconnection of employees' salary and income among ranks.The company personnel and project personnel will coordinate the management of benchmark wages to improve the internal fairness of compensation.MostAfter that,combined with the present situation of organizational structure,system and corporate culture of C Company of China Constrction Seventh Engineering Division,this paper puts forward some safeguard measures,such as strengthening organizational guarantee,standardizing institutional guarantee and strengthening propaganda and guidance of corporate culture,so as to ensure the landing of the optimized scheme.The purpose of this salary optimization design is to encourage the employees of the company to devote themselves to their posts,to help enterprises maintain a stable and high-quality talent team,to improve the competitiveness of C Company of China Constrction Seventh Engineering Division in the market,and to help enterprises to develop sustainably.It also provides reference schemes and feasible suggestions for the development of salary management in state-owned construction enterprises in China.