Research On The Redesign Of The Compensation System Of Shaanxi GY Environmental Protection Company

With the development of market economic system,the status of state-owned enterprises is under attack.The state-owned enterprises need strategic planning,human resource management and compensation system to retaining and attracting high technicians,and it is a direct way to guide and motivate employees to realize corporate strategies.Shaanxi GY Environmental Protection Co.Ltd.it has already held 4 project companies,only has fewer staff in its headquarters.The contradiction between the company’s original salary system and human resource management model has become increasingly apparent.GY company has many problems,which have severely restricted the company’s development.This paper conducts a quantitative and qualitative analysis of GY’s existing salary system,and uses research methods such as questionnaire surveys,in-depth interviews and comparative research methods to conduct a satisfaction survey on GY’s existing salary system.After investigation,interviews and comparison,the reasons for the problems in GY’s compensation system were analyzed.When redesigning the salary system,the article combines the company’s development strategy and applies salary-related theories.The article starts with job analysis,compiles job descriptions,evaluates job value and determines job grades,based on the market salary survey,determine the salary level,structure strategy and incentive strategy.This article explores the salary system of state-owned environmental protection enterprises.At the same time,it conducts useful research on how to conduct salary system assessment and job analysis for headquarters-type enterprise.For GY company,it can provide targeted and operable reference programs in the reform of the salary system.This allows companies to use the salary system to serve corporate strategic development.