Research On The Optimization Of The Salary System Of The Basic-level Managers In ZHYF Co.,Ltd.

Since the reform and development,a number of state-owned enterprises have been established in line with China’s national conditions and conditions,and along with the rapid development of China’s economy,state-owned enterprises have also achieved rapid development in combination with their own characteristics,but with the changes in the domestic and international market environment,some policies continued by state-owned enterprises have failed to be amended and optimised in a timely manner,resulting in unfair internal distribution,breeding contradictions and aggravating discontent,which seriously affects the enterprises’ ability to adapt to the new The development requirements of the market economy in the new environment have been seriously affected.Based on the methods and theories of domestic and international research on remuneration systems,this thesis combines the characteristics and influencing factors of the remuneration needs of grassroots managers,and analyses the problems of the remuneration distribution of grassroots managers in ZHYF Company,which is in the energy industry,through a combination of interviews and questionnaires,ultimately highlighting the lack of competitiveness of remuneration levels,remuneration structures that do not meet modern incentive requirements,unsatisfactory remuneration distribution and remuneration incentives The problems are not obvious.Through theoretical guidance combined with the actual situation of this enterprise,the focus is on solving the problems of pay incentives and pay injustice by adjusting the proportion of flexible pay.The idea and solution of the remuneration system is to understand the salary level through salary survey in order to determine the adjustment range,immediate reward to solve the outstanding contributors,performance optimisation to solve the inequity and the gap range of flexible pay,and structural adjustment to solve the overall salary distribution to achieve incentive optimisation.The measures to guarantee the salary optimization plan of enterprises are to highlight the construction of enterprise culture,create a fair and just atmosphere,build a salary growth mechanism,establish a scientific system system and guide the communication channels to highlight the role of trade union organization.The study of the optimisation of the remuneration system of grassroots managers provides an example solution for the optimisation of the remuneration of state-owned enterprises in the energy sector,enabling the way of optimising the remuneration system of grassroots managers to be clarified,eliminating internal injustice to a certain extent,stimulating motivation and providing ideas for the reform of the remuneration of enterprises,adapting to the highly market-oriented form of the economy.