Research On Employee Compensation System Of A Steel Corporation In Wu’an

These days,with the influence of macroeconomic regulation and control and environmental protection,private steel corporations want to develop,not only to enhance the competitiveness of products,but also should lay emphasis of the study of the enterprise human resource management.In human resource management,salary management is very important.A proper salary system plays an important role in attracting and motivating employees.The design and optimization of salary system become the focus of enterprise managers.On the basis of carefully sorting out relevant theories of salary management at home and abroad,this thesis makes an in-depth analysis of the salary system of employees of A Steel Corporation in Wu ’an by means of questionnaire survey,investigates the present situation of the salary system from four dimensions: external fairness,internal fairness,personal fairness and management process fairness,explores the problems existing in the salary system of employees of A Steel Corporation in Wu’an,and puts forward improvement countermeasures and suggestions for these problems.According to the investigation and analysis,A Steel Corporation in Wu ’an implements the position salary system at present,but the salary fairness based on four dimensions is generally at the lower-middle level,among which the external fairness level is the lowest,the employee satisfaction is low,and the salary system needs to be optimized and improved urgently.There are some specific problems in the company’s salary system,such as relatively simple salary system,lack of market salary survey,external competitiveness of salary to be improved,lack of objective and scientific job evaluation,unreasonable salary structure and gap,ineffective incentive effect of floating salary,weakening of fairness in the management process of salary system,and so on.Aiming at the problems and reasons of the company’s salary system,this thesis proposes corresponding improvement strategies from the following aspects: introducing the skill salary system,appropriately improving the salary level of employees,perfecting the position salary system by using Hays position evaluation method,using differentiated salary incentive methods,improving the participation of employees in salary management and improve the transparency of the pay system.