Research On The Optimization Design Of A Mineral Company Technology Employee’s Salary System

As the non-ferrous metal industry enters a new period of high quality development,the competition of units is intensifying and profits are diluting,how to shape and maintain the competitive edge of units is the test of the times faced by every non-ferrous metal unit.A copper mining company belongs to the non-ferrous metal industry,the fierce competition in the industry,the internal changes in the company,and the promotion of the third phase project,the unit’s demand for talents is increasingly urgent,how to attract and retain technical personnel is a prerequisite for the unit to achieve its strategic goals.This paper takes the remuneration system of the technical staff of A Copper Mining Company as the object of research,combines relevant theories,through literature analysis,questionnaire survey and other research methods,after summarising and analysing the current situation of the personnel structure,remuneration composition and level of technical staff,and combining the results of the questionnaire survey,to identify the existing problems of the remuneration system of technical staff,and analyse the reasons for the existence of problems.Combining the existing problems and the development strategy of the company,the remuneration strategy was determined,while using the elemental point method,a job analysis was carried out for the professional and technical positions in Copper A.On the basis of the job evaluation,optimisation was carried out in three aspects.In the fixed remuneration scheme,according to the results of the incentive theory and questionnaire survey,combined with the company’s development strategy,income enhancement targets and external remuneration levels,the job salary was adjusted upwards proportionally to the original basis,and the difference between the job salary of the main production technician and the auxiliary production technician was drawn according to the results of the job evaluation.In the performance pay of the floating remuneration scheme,a personal performance appraisal system is implemented,setting work targets for technicians and assessing them in conjunction with personal performance and attendance.The year-end bonus is approved with reference to the industry level,combined with the company’s development and comprehensive consideration of the current year’s salary payment,and the scientific research incentive is allocated according to the company’s research investment target and according to the level of responsibility.The welfare optimisation programme is based on the results of a questionnaire survey,and is based on three aspects: training to improve academic ability,improving career advancement routes and enriching welfare benefits.In order to ensure the smooth implementation of the optimisation of the remuneration system for the technical staff of Copper A,an evaluation of the optimisation plan was organised for the technical staff to evaluate the expected effects of the plan,and corresponding safeguards were proposed in three areas: improving job evaluation and performance assessment,controlling total remuneration and strengthening organisation,communication and training.Based on the optimization of the remuneration system for technicians,this study provides safeguards to ensure the achievement of the optimization goals,specific steps for the implementation of the program,and specific measures to further improve the program during the implementation process to ensure the smooth implementation of the remuneration system optimization.The optimized compensation management of technicians in Copper A fully reflects the principles of compensation management design such as fairness,incentive and system,which provides reference and reference for other companies in the same industry for compensation optimization and establishes a compensation system suitable for large state-owned non-ferrous metal units.