Research On The Improvement Of Salary Satisfaction Of Front-line Employees Of F Enterprises

If an enterprise wants to develop in a healthy and stable manner and be in an advantageous position in the competition,it must have its own set of talent management methods to fully mobilize the enthusiasm of employees and improve their productivity.Employee salary satisfaction can combine personal goals with organizational goals and is an important motivation for motivating employees to work hard.Company F was reorganized and established in July 2018.It is the first super-large thermal power generation company with over one million kilowatts designed,constructed,installed,commissioned and managed by China's ethnic minority areas and Inner Mongolia Autonomous Region for the first time.The hub of North China Power Grid is one of the main power plants in Inner Mongolia to implement the strategy of "power transmission from west to east".It undertakes the dual task of supplying power to the Inner Mongolia Autonomous Region and the Beijing-Tianjin-Hebei region.In order to adapt to the current economic new normal,power companies need to rely on human capital.The investment and the support of advanced technology,in the final analysis,is an urgent need for high-quality human resources.Therefore,the strategic management position of human resource management in electric power enterprises is increasing day by day.The choice of remuneration strategy is the key content in the process of human resource management,which is directly related to the work efficiency of the enterprise and the enthusiasm of employees.Based on this,this article mainly adopts the literature method,questionnaire survey method and case study method.By collecting,summarizing and summarizing the literature on salary at home and abroad,and according to the case of F enterprise,the company's salary satisfaction Clarify the problems,analyze and solve these problems,and put forward corresponding measures and advanced viewpoints for optimizing salary satisfaction.The first-line employees of F enterprise currently adopt the salary that can basically meet their needs,but the salary mechanism of the front-line employees lacks competitiveness and is not fair enough,the design of the company's welfare structure is single,and the non-material incentives are not used enough.In-depth analysis and research on the above existing problems,and further proposed scientific and reasonable strategies and suggestions,that is,formulate a competitive salary structure,ensure the fairness of the salary system for front-line employees,and improve the salary and welfare structure And the use of non-material incentives.Through the author's research,it can further promote the improvement and progress of F company's salary satisfaction level,so as to mobilize the initiative and enthusiasm of employees.