| Foundry industry,known as the mother of industry,plays an important role in China’s machinery manufacturing industry.It is the basic component of manufacturing industry and an indispensable basic industry in the country’s economic development.Nowadays,with the rapid development of science and technology,casting is still the most economical and convenient metal forming process,which lays the foundation for the importance and irreplaceability of casting in the manufacturing industry chain.In recent years,competition within the industry has intensified,raw materials have continued to rise,and large automobile main engine manufacturers have continued to expand foundry capacity.In the face of such a fierce competitive environment,they must maintain a favorable competitive position.Besides the core technology and production process of products,the management of human resources also constitutes an important factor in the competitiveness of enterprises.As an important part of human resources management,salary system is of great significance in the process of enterprise management.Enterprises want to achieve rapid development in the competitive environment,which puts forward new requirements for human resources management,need to constantly improve and optimize the compensation system,from the perspective of compensation management,to attract external talents,retain internal talents,motivate existing employees in various positions,make good use of the functions of performance management,and achieve new improvements in production efficiency and overall performance.Finally,it promotes the healthy development of enterprises.Based on the study of previous literature and compensation theory,this paper takes ASX company as the research object,along with the logical thinking of finding problems,analyzing problems and solving problems,according to the current situation of ASX company’s compensation management,puts forward the scheme of compensation system optimization.This paper consists of six parts.Firstly,the first part States the research background and significance,reorganizes the research situation of salary management theory at home and abroad,and introduces the research content and research methods used in this paper.The second part introduces the concepts and theoretical basis used in this paper,the definition of related concepts,compensation theory;the third part describes the current situation of the company and the compensation system.Questionnaire is designed to investigate the satisfaction of employees,and interviews are conducted to randomly select employees to find out the existing problems and reasons.It is concluded that the fixed salary design is unreasonable,the transparency and fairness of distribution are insufficient,and the welfare system needs to be improved.Analysis of the specific causes of the problem is that the salary and job value does not match,the performance appraisal system is not perfect,the welfare system is not enough attention;the fourth part of the reasons.The optimization goal and the principle are elaborated,the preparation work is optimized,the optimization content and the plan are proposed,namely through the post appraisal,optimizes the fixed salary establishment,completes the staff achievements inspection system,the rich welfare content,establishes the salary growth plan,causes the salary system to give dual attention to the drive and the indemnificatory;The fifth part carries on the elaboration to the salary system optimization implementation safeguard measure.Respectively in the organization guarantee,system guarantee,propaganda and training guarantee,put forward the implementation of safeguard measures;The sixth part is the summary of the paper.Form conclusions and prospects.Based on the actual situation of the company’s salary management,this paper puts forward the common practices in the optimization design of the enterprise’s salary system,and provides some reference for improving the enterprise’s salary management. |
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