Research On The Salary System Optimization Of ZT Company’s Middle-Level Managers Under The Background Of Market-Oriented Construction Industry

In the current impact of the epidemic,the construction industry is market-oriented,with other construction units in the multiple ecological environment of fierce competition,engineering construction enterprises want to maintain high-quality development,it must be based on the training of middle-level managers.Middle-level managers of construction enterprises,acting as the backbone of the company,are the key catalysts for achieving the company’s objectives.In recent years,the state has increased it’s investment in various infrastructure sectors,municipal,housing,high-speed rail,highway and other projects came into being,construction enterprises on the middle-level management of the demand has gradually increased.At the same time,the phenomenon of brain drain among construction enterprises is increasingly frequent,ZT construction enterprises as a state-owned construction enterprises,the brain drain of middle-level managers is particularly obvious.Through interviews and questionnaires,it is found that the unreasonable salary system is the main reason for the high turnover rate of middle-level managers in ZT construction enterprises.Due to the construction industry’s characteristics,the registration class specialized certificate for middle-level managers of professional technology and management experience is highly sought-after,making them a key resource in the intense contention of the construction sector.This kind of talented person employment selectivity is strong,in the project construction profession each enterprise flows frequently.Therefore,it is necessary for ZT construction enterprises to stabilize middle-level managers,motivate their work potential,stimulate their work initiative,and optimize middle-level managers salary system.Based on the above analysis,this thesis primarily concentrates on the current mid-level management compensation system,with ZT construction enterprise middle-level managers as the research object,utilizing literature research,questionnaire survey,interviews,empirical analysis,and other research methods,as well as incentive theory.At the same time,the salary structure,salary level,long-term incentive mechanism,salary system management and control are optimized to alleviate the ZT construction enterprise middle-level management brain drain serious phenomenon.The article begins with a brief analysis of compensation and compensation system,middle-level managers and the concept of incentives and related theoretical basis,then through the ZT Construction Enterprise’s human resources situation carries on the elaboration,carding analysis middle-level manager’s salary system existence question,namely the salary system structure establishment is unreasonable,the salary level lacks the competitiveness,the performance appraisal lacks the fairness,lacks the long-term effect incentive mechanism and so on.In order to solve these problems,we should choose proper salary strategy,design scientific salary structure and wide salary range,perfect differentiated performance evaluation system,and design long-term incentive measures.To foster enthusiasm among ZT construction enterprise middle-level managers,safeguard measures such as system guarantee,organization communication,information feedback,and supervision mechanism should be put forward.These measures should motivate middle-level managers to do things,can do things,and promote team cohesion,thereby laying the groundwork for the company’s top-notch development talent support.