The Improvement Plan Of X Company’s Compensation System

At the end of the 13 th Five-Year Plan period,with the realization of the nationwide network of expressways,provincial transportation enterprises with the problem of homogenization step into the key node of reform.Shaanxi expressway operation and management enterprises,such as X Company,are faced with the huge challenge of enterprise merger and reorganization.In order to better cope with the complex and changeable situation after the reform,and to seek development in the crisis,it is necessary to counteract the soft spots of management.Human resources system has always been a difficult problem for state-owned enterprises.Among them,the compensation system,as an important tool for enterprises to create incentives,has fatal research significance.Effective salary management can not only help to attract and retain talents,enhance the sense of innovation,improve the overall efficiency of the enterprise,but also help to shape the enterprise culture.But at present,there are still many serious problems of state-owned enterprises’ compensation system,which have slowed development,led to lacks of talents and low activity of employees.Therefore,it is necessary to optimize and reform the existing salary management system,so that it can really play the role of motivating employees,and to maintain the sustainable development of state-owned enterprises.As the old highway operation management enterprise,X company has many problems in compensation system.The provisions are unreasonable,unscientific,old-fashioned,short-sighted,and salary distribution is unfairness.The company’s pay levels do not stay in step with the market average,making employees’ satisfaction significantly reduce,lowing work enthusiasm and efficiency,and rising employee attrition rate.Therefore,the optimization of salary management plays an important role in motivating and developing the potential of staff,which can promote the staff to improve their work efficiency and ultimately promote the expected development results of the enterprise.At the same time,the relevant research has important guiding and practical significance for X Company and other state-owned enterprises which facing the same problems.According to the line of thought,which is discovering,analyzing and solving problems,the methods of case analyzing and theory research is adopted during the argumentation.First of all,this thesis expounds the conception of compensation management and incentive theory.Then considering the characteristics of industry’s development,it analyzes the status quo of low-level workers and managers’ salary,to discover the compensation management problems and analyze the causes.And then through the external salary investigation and study,the thesis summarized practical cases which has reference value.Based on the actual situation and the developmental needs,and set a goal that to improve the compensation system’s incentive and employees’ satisfaction,the thesis offers an optimal design,which in order to promote the incentive effect of compensation and give some enlightenment to similar enterprises..