| In recent years,although China has gradually built a huge urban transportation network,it still can not meet the needs of urban development and has become a difficult problem for governments at all levels.At present,there are a total of 37 cities in the Chinese mainland that are building and operating subways.It can be seen that the subway industry has become a new and rapid development of the industry,the country is in urgent need of a large number of subway related professionals,the subway industry talent competition has also become more intense.For the rapid construction and rapid development of the subway company,high-quality human resources are of utmost importance,and the competition between companies is ultimately the competition of human resources.Between employees and enterprises,the compensation system plays an important role as a hub and lubrication.Whether or not to have a thorough and reasonable compensation system will not only affect the stability of the talent team,but also affect when the company can achieve its strategic goals.Therefore,enterprises should adjust the compensation system.This is the only way to resolve internal disputes and enhance cohesion,and then provide strong guarantees for the development of the subway company.Based on this background,this paper will take Hangzhou Metro Operation Branch as a research sample to optimize the compensation system.The company was incorporated in August 2010 and began personnel preparations in2013.As a state-owned enterprise directly under the municipal government,it is mainly responsible for the operation and management of rail transit subways in Hangzhou.At present,the Hangzhou Metro has Line 1,Line 2 and Line 4 on its operating lines.By 2022,it will open 10 subway lines,2 intercity lines and 1Airport Express line.Under the vigorous development,the existing salary system has exposed a series of disadvantages such as equalitarianism,low salary level,and poor performance.In this study,we first analyze the compensation theory,based on the characteristics of the current compensation management in the subway industry,summarize the reasons through questionnaires and interview surveys,determine the job value evaluation method,and assign weights to various indicators.By using the classification method and the elements to write points,using the theory of fairness and expectation,the paper constructs the job value evaluation system of the subway enterprises,and evaluates the value of each position from eight dimensions and determines the corresponding score.These include management categories,job difficulty,innovation awareness,cultural level,work experience,etc Job compensation is optimized according to the value of the job.At the same time,the compensation level strategy and performance compensation linkage management are optimized to make the pay system more adaptable.In line with the development strategy of Hangzhou Metro Operation Branch,the company's market competitiveness has been strengthened.The purpose of this study is to create a reasonable system of job value evaluation indicators for subway enterprises,so that the deficiencies in the current theoretical research system in this field can be remedied,and then more accurate,objective and fair evaluation results can be obtained.The job salary problem that has plagued the subway industry for many years has been solved,and it has played a reference role for the improvement of salary management levels of other companies.Hope to provide reference for other enterprises,especially the second and third city subway companies that are building subways,and have strong practical significance. |
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