Research On The Improvement Of Salary Management Plan In SY Company

With the development of social economy and increasingly fierce market competition,the importance of human resources in enterprises has become more and more prominent,and has gradually become one of the important indicators to measure the core competitiveness of enterprises.Based on this background,companies’ demand for talents continues to increase,formulating an "external competition,internal fairness"salary management SY,using efficient incentive measures to retain talents,and enabling them to create more value,has become a supporting company Necessary conditions for development.Among Chinese enterprises,the human resource management of power supply enterprises started late,their understanding of human resource management is relatively lagging,and there are many problems.One of the most important problems is the lack of incentive mechanism for salary management.Therefore,power supply companies must combine their own development stage,industry conditions and industry characteristics to continuously improve and improve the existing salary management plan to achieve a balance between salary and corporate interests.This article takes SY company as the research object,firstly introduces the research background and significance of this article,points out the research ideas and methods,and elaborates the goal of this article.Combining relevant theories such as human resource management and salary management,and using interviews and questionnaire surveys to investigate the status of human resources and salary management of SY Company.Through the research on the results of the survey,the company conducts an in-depth analysis of the problems in the company’s salary management and the causes of the problems.Summarize the current problems of the company’s salary management:first,the salary structure is rigid and unreasonable;second,the post salary lacks inherent fairness;third,the salary level lacks certain external competitiveness;fourth,the correlation between salary distribution and performance appraisal is poor.Based on the analysis of the problem,combined with the internal and external environment and actual operation of SY company,the principles and objectives of the design of SY company’s salary plan are determined,so as to improve the old salary management plan and make the new plan more in line with the company’s actual situation and employees Demand,more standardized and scientific.Finally,the implementation guarantee of the salary management plan is introduced,which guarantees from the four levels of organization,finance and corporate culture,and then realizes that the optimized salary management can be implemented efficiently.The improvement of SY company’s salary management plan has brought new ideas for reference to the reform and optimization of the salary SY of the same type of enterprises,and has played a positive role in improving the management and control efficiency of employee salary incentives.