Optimization Study On Salary System Of C.S.C Lanzhou Branch

A competitive and stimulating salary system management system is the fundamental guarantee for the development and growth of today’s enterprises and good results.A scientific and reasonable salary system management system is the core of an enterprise’s human resources work.As the most effective and direct management system to motivate employees,salary plays a key role in realizing the company’s operating benefits.How to formulate an effective salary management system on the basis of the company’s current salary system management system under the background of the industry is a matter that the company must consider for survival in the highly competitive market environment.Based on the market environment of the construction industry,this article analyzes the status quo of salary management of C.S.C Lanzhou Branch,aiming to optimize the company’s current salary system structure and create a good environment for the company’s sustainable development.First,analyze the status quo of the compensation system of the Lanzhou Branch of C.S.C Co.,Ltd.Through quoting questionnaire survey method and interview method,we understand that company employees have the following problems with the company’s current salary system management system,mainly including: 1)The salary system management is lack of strategy;2)The company’s welfare system is not perfect;3)The company’s salary system lacks incentives and fairness.Secondly,combine the company’s current job distribution and employment situation to analyze the causes of these problems.Evaluate the job value by the factor-based method,and use Adams’ equity theory,Maslow’s demand theory,Skinner’s reinforcement theory,and Rosen’s tournament theory as guidance to formulate a salary grade distribution table,and then review the company’s other salary components including benefits,Bonuses,title subsidies,etc.have been optimized to make the compensation system management system of the Lanzhou Branch of C.S.C more perfect.Finally,based on the problems faced by the implementation of the optimized compensation system,a series of guarantee implementation measures were formulated to ensure the smooth implementation of the optimized compensation system,to bring the company’s business development to a new level,and to provide a strong compensation incentive policy support.After a series of optimizations to the compensation system of the Lanzhou branch of C.S.C,it is hoped that the compensation strategy can better support the company’s business strategy and achieve a win-win situation for the company and its employees.