Research On Optimization Of WX Company Salary System

The research on the salary system first appeared in the West.The research and practice of China's salary theory is relatively late.Chinese enterprises constantly explore the design and implementation of salary theory in the fierce market competition,and constantly explore the compensation management system that conforms to the actual situation of Chinese enterprises..The human resources management of construction enterprises has its own characteristics.The number of employees in construction enterprises is huge,the individual differences of employees are more obvious,and there are a large number of migrant workers.This paper selects WX company as the research object.Through the research of this paper,the following four are mainly drawn.Point study conclusion: First,the company's salary optimization is a whole process management,which needs feedback and optimization.Many companies carry out salary optimization as a staged work.They can't conduct trial,feedback and optimization.The entire salary optimization does not form a complete closed-loop project.Many problems in the salary optimization process have not been solved in time.Good salary optimization effect.Second,the company's salary optimization is inseparable from the organization's strong guarantee.Salary optimization seems to be the work of the human resources department of the enterprise.In fact,it must be strongly supported by the organization of the enterprise to be implemented smoothly.The organizational support of the enterprise is the strong cooperation of the top management and other employees of the enterprise,and the rules and regulations for the salary optimization.As a common principle of the enterprise to carry out the implementation,the upward effect can achieve good practical results,and the salary optimization without the support of the organization will become a piece of paper.Third,the company's salary optimization should be compatible with the company's business operations.When the business of the company changes,the salary of the enterprise must be compatible with the business.For example,some positions in the construction enterprise are adjusted,and the original business department integrates with the project department.The salary of the relevant positions must be paid by the employees of the relevant positions.The overall performance is linked.The advantage of the project department is to mobilize the resources of the entire project,form a joint force,and solve problems quickly and efficiently.Fourth,the internal salary of the company is as important as the external salary.Many companies only pay attention to external compensation,because external compensation is dominant,and external can become an important part of the company's image,while internal compensation is usually invisible,and the external perception is not obvious.However,in essence,the impact of employees in internal compensation companies is enormous.Intrinsic compensation has positive significance for improving employees' sense of well-being,belonging,strengthening corporate culture and internal cohesion,and ultimately helps to achieve employee stability..Through the use of the literature and data method,this paper collects a large number of relevant research results at home and abroad,and lays a theoretical foundation for the research of this paper.At the same time,it draws on the advanced experience of foreign countries and combines the problems of Chinese enterprises in salary management.At the time of research,the case analysis method was adopted,and WX Construction Company was selected as the research object of this paper.The basic situation of the company's salary management was analyzed,which provided a useful reference for the salary management of other related enterprises in China.