| With the development of the national economy and the acceleration of scientific and technological innovation,the importance of technical talents to enterprises has become increasingly significant.Most state-owned enterprises have serious brain drain because their management models are not advanced and their compensation systems cannot be fair.From the perspective of the salary system of company A’s technical experts,this paper seeks and explores the optimization scheme of the salary strategy of technical personnel in state-owned enterprises,so as to help enterprises retain talents,attract talents and make good use of talents.This article uses case method and interview method,combined with A company’s corporate development strategy,to analyze the problems and reasons of A company’s existing compensation system.Analyzing the interview results and the existing salary system of Company A and finds that most of the technical expertss of Company A believe that the main problems of the existing salary system include that the salary cannot reflect the actual contribution of employees,the company strategy is not communicated through the salary strategy,and the salary dissatisfaction is high.This paper analyzes the strategic salary management model of IBM and Huawei,as well as the actual case of Microsoft and a domestic petroleum exploration and design institute’s skill salary system,and summarizes the optimization scheme for the existing salary system of company A’s technicians.Including that the salary should fully respond to the strategy and fully reflect the strategic goals,hierarchical management of technical personnel with different abilities in the same position,and improvement of the training mechanism.Guarantee measures to implement the optimization plan.Finally,the purpose of optimizing the salary structure,motivating the technical experts,maintaining the technological advantages of the enterprise and enhancing the competitiveness of the enterprise is achieved. |
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