| In recent years,human resource management has gradually become one of the most important functions of enterprises,and a good salary management system can attract talents and retain talents,and it is the key to gaining core competitiveness for enterprises.A good salary management system can continuously improve the overall quality of employees,while further improving the efficiency of corporate management.However,in the compensation management of state-owned enterprises,problems such as egalitarianism and eating big pots continue to exist.It is often difficult to mobilize the enthusiasm of employees through a fixed salary distribution model.The shortage of management-level positions also causes the grassroots employees to squeeze the "single bridge"situation.Once it is not promoted,it will dampen the self-confidence of grassroots employees and affect their performance.Therefore,how to make incentives for employees through the innovation of the compensation system becomes a topic worth studying.This paper analyzes the current situation and existing problems of the remuneration system of the grassroots employees of Rizhao Port three companies through questionnaire survey,and re-improves the post manuals of each grassroots post,so that it can adapt to the current work content and work ability of the post.Conduct job evaluation of grassroots employees,determine system indicators and weights based on job evaluation data,divide sequence channels,further determine wage "bandwidth" of grassroots employees,establish a broadband salary system suitable for enterprise characteristics,and form a new salary distribution that encourages grassroots employees.system.The broadband salary system constructed in this paper can broaden the promotion channel for employees,and has certain incentives for employees.It has certain reference value for other grassroots units within the group and other state-owned enterprises with similar industrial chains. |
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