Research On The Optimization Design Of Xinjulong's Salary Plan

Compensation management is the core link of human resource management in the whole enterprise.Standardized,perfect and reasonable compensation system can help enterprises constantly stimulate the potential of employees,enhance their enthusiasm,increase their loyalty to enterprises,or maintain the core competitiveness of enterprises and even achieve the strategic objectives of enterprises.As a large state-owned coal enterprise,New Julong Company has entered a mature period with its continuous development in recent years,and the salary mechanism that has been extended has exposed many drawbacks.Taking the salary system of New Julong Company as the research object,this paper expounds the unique characteristics of the state-owned coal enterprises in China and the salary status quo of the state-owned coal enterprises.Secondly,guided by the enterprise strategy,combined with modern salary theory and incentive theory,it finds out the salary scheme of the enterprises with the help of literature method and system analysis method.Problems and causes.Finally,we redesign the salary scheme of New Julong Company.Firstly,we determine the principle and purpose of the salary mechanism design of New Julong Company.Secondly,according to the actual situation of New Julong Company,we divide the employees of New Julong Company into four parts: underground production,ground support,logistics department,Department office and operator.The scheme is designed according to the different characteristics of employees.At the same time,each part of the staff is specifically divided into different pay units.At the same time,in the process of ensuring the smooth implementation of salary design,salary management team is established,effective performance appraisal is carried out,different salary standards are implemented,and the influence of enterprise development scale is utilized,so as to play a positive role in promoting the development of enterprises.