Research On The Improvement Of Salary Management Of Front-line Staff In Company Toneng

With the development of globalization and knowledge-based economy,human resource management(HRM)plays more and more important role in the social development.Therefore,prominent goals in modern enterprise management are to building a globalized human resource management platform and to stimulating the ability and potential of knowledge workers who could adopt fast developing environment.As one module in HRM,Salary administration involves workers,employers,market environment,government and the rest,in which income distribution has a profound influence on the stability of people's livelihood.As a state-owned enterprise,shouldering responsibilities in both enterprise and society,Company Toneng should take a look at salary administration in the strategic view.However,influenced by traditional planned economy and old management modules for a long time,irrational management consciousness is very common in Company Toneng.In addition to transforming the development strategy,Company Toneng,a power enterprise,guided by stable production and high-quality service,puts HRM in the role of supporting service instead of strategic management.Hence,Company Toneng thinks highly of production and marketing but loses sight of enterprise management,leading negative effects: modeling management in human resource and appearing people who profiting by other people's toils.In the past ten years,381 graduates have been recruited to fill important positions on the front-line,but,with a poor career development and inadequate innovation,some of them has resigned.The purpose of this thesis is to make an empirical research of Company Toneng.Aiming at optimizing the salary management system of front-line staffs,the improvement in poor effects of Salary Motivation Mechanism and brain drain might enhance the efficiency and promote the competitive advantages of the company.In the process of improving salary management system,the thesis firstly combines theories of salary management system with competence module to perfect the rank sequence of company positions,to build career development channels,and to take the promotion and demotion.Secondly,persisted in the principle of distribution according to work,it strengthens the performance appraisal management and deepens the application of performance results to properly enlarge the pay gap.Thirdly,enriching welfare benefits from both corporate culture and education and training,it encourages company to increase one-time reward standards,and improve staffs' salary level,which might enhance staff's working enthusiasm.In order to ensure the smooth implementation of Company Toneng's salary management system,the thesis puts forward three specific safeguard methods in organization,culture and system.In the principles of upholding salary strategy,improving the salary level and optimizing the salary structure,the improvement of salary management system in company Toneng integrates artistry with scientificity in one management method to enlarge the gap of salary distribution,which could make company achieve core competitive advantage.Finally,it will realize a talent development strategy in retaining,motivating and stimulating ways.These salary management problems of Company Toneng reflect not only in itself,but also in the current state-owned enterprises in our country.This research also provides a reference guide to some enterprises who are facing improvement of salary management.Although the object of the thesis is the front-line staff,it has a certain role in deepening the improvement for the company's operators,managers and technicians.