Research On Optimization Of Salary System For Functional Post Of Shandong NY Group Headquarters

Along with the country,the provincial party committee and the provincial government to the state-owned enterprise state-owned assets management and the three institutional reforms process is accelerating unceasingly,the establishment "one adapts to two link up" the wage decision mechanism,realizes the more orderly,the more reasonable income distribution pattern is particularly urgent.The compensation management is the most intuitive value and personal feelings of the employees in the work,is the main content of the focus of the employees,is the main way to improve the incentive efficiency.Therefore,a scientific and reasonable compensation system is not only to provide life security for employees,but also to realize the strategic development of the enterprise,to realize personal value,and to organically integrate self-realization and enterprise development.As a traditional enterprise in the coal industry,Shandong NY Group has formed an industrial pattern of coordinated development of coal,electric power,coal chemical industry,equipment manufacturing,logistics and trade.However,in the process of promoting the reform of income distribution system,there are some big problems,especially in the reform of compensation incentive and compensation distribution for the functional posts of the headquarters of the group.Through interviews and questionnaires,it was discovered that the current compensation system has such problems as non-competitive salary levels,lack of fairness in salary distribution,lack of space for promotion in career development,and unreasonable salary structure.Tools such as chart analysis are used to analyze the deep-seated causes of the problems.In summary,the reasons for the above problems are fundamentally related to the need to improve and optimize the salary system.This is also an important basis for the feasibility of this article.This paper first discusses the background,purpose and significance of the salary system reform of Shandong NY Group Headquarters,and then uses strategic salary theory and comprehensive salary theory as well as the research results of domestic state-owned enterprise salary system as theoretical guidance,and then gives the current situation of Shandong NY Group Headquarters Analyze,discover the existing problems,and summarize the deep-seated causes of the problems.Then analyze the company strategy,human resource strategy and salary strategy,and optimize the salary system of Shandong NY Group headquarters.Fully use the strategic salary theory and total compensation management theory,use the Hay Group evaluation method to evaluate the job value,and after the salary market survey,optimize the economic salary and non-economic salary.Finally,in order to ensure the implementation of the salary system,relevant measures have been proposed to improve the organization guarantee system,improve the system guarantee system,and improve the communication guarantee system,especially the improvement of the performance appraisal system,strengthen the appraisal of performance pay,and quantify the appraisal standards to enhance the appraisal the rationality and practicality of the system.The main innovation of this article lies in the linkage of performance compensation.Through a certain span of performance broadband,performance remuneration is linked to the annual performance remuneration of the main person in charge of Shandong NY Group,and the annual performance remuneration of the main person in charge of each ownership unit is linked to achieve a close link between remuneration and benefits.Second,the organic combination of strategic compensation,comprehensive compensation and performance broadband.Under the guidance of strategic remuneration theory,with comprehensive remuneration as the main body,design a performance broadband with a certain span,combine the individual performance differences of employees for remuneration distribution,expand the incentive effect of remuneration,enrich the connotation of remuneration,and enhance employees' sense of material gain and spiritual satisfaction.This article hopes to establish a compensation system with external competitiveness and internal fairness by optimizing the salary system for functional posts at the headquarters of Shandong NY Group and following the optimization process of the compensation system.At the same time,it proposes relevant measures to ensure the implementation of the compensation system.The optimized salary system not only solves the problems existing in the salary system of the functional post of Shandong NY Group headquarters,provides reference and reference for the salary system reform of other provincial enterprise group headquarters,but also integrates my country's strategic salary theory and comprehensive salary management theoretical research provides realistic cases and references.