Research On Salary Of Cabin Crews In China Southern Airlines NE Branch

In recent years,China’s civil aviation transport volume has continued to grow,the route network has been continuously expanding,the fleet size has increased significantly,and the security situation has become increasingly stable,playing an important role in the development of the national economy.However,the pressure on the shortage of professional technicians faced by China’s airlines and the challenges for the company’s business services are also increasing.Having both management and technical talents with both ability and political integrity is the key to our country’s aviation companies becoming a place in the increasingly open world aviation market and creating competition and comparative advantages.Payroll management is the organization’s behavior which has the greatest concern in human resource management and has the greatest impact on the vital interests of employees.At the same time,it has an important influence on employee motivation,improvement of employee enthusiasm,and enhancement of employee mobility.It is also a prerequisite for enterprises to improve their quality and efficiency and to stand out in the fierce market competition.This study takes the crews of the China Southern Airlines NE branch as the research object,taking the salary management as the research subject.Through consulting the relevant literature and theories and analyzing the company’s current flight attendant remuneration system.At the same time,a questionnaire survey and employee interviews conducted a survey of the company’s flight attendants,including salary satisfaction and job satisfaction etc.Based on the comprehensive survey results and current situation analysis,this study found three major problems that currently exist in the crew compensation system of the China Southern Airlines NE branch.They are:the salary level is low in the industry,and the employee turnover tends to increase;the position remuneration lacks fairness;the salary structure is not Reasonable;old salary system.extensive management.In view of the above three issues,this study is based on the related theory,taking employee incentives as the starting point,and re-designing and managing the current crew compensation system.The content of remuneration redesign is mainly based on the process of salary design.The existing crew salary,benefits and benefits are finely managed and divided into basic salary,performance compensation,benefits and other rewards.In order to better achieve the purpose of employee motivation,this study added the Safety Service Quality Award to the employee performance compensation in the payroll management and redesign process.In order to highlight the people-centered development philosophy of state-owned enterprises,this study has added humane benefits to other employee rewards.Finally,the research significance of this research is to explore a reasonable crew management remuneration management system that is suitable for its own development,which will help stabilize the existing flight attendant team and prevent the brain drain.At the same time,it will help attract outstanding flight attendants and improve the company.