Application Research On The Implementation Management Of Salary System Optimization Projectt Of D Company

On the basis of civil nuclear power plant main equipment manufacturing industry,D Company actively develops diversified industries of nuclear industry chain,new energy and high-end equipment industry,and has formed an annual production capacity of 4 sets of million-kilowatt nuclear power main equipment,3 sets of medium-sized nuclear power main equipment and 2,000 tons of nuclear chemical containers.As an industry leader,it has ushered in new opportunities for development,such as the diversified application of nuclear technology,international production capacity cooperation,and policy support of national manufacturing power.At the same time,it also faces many problems,such as the rapid development of domestic peers,the external pressure of competition with foreign excellent enterprises,the low professional level of internal basic management,the lagging construction and application of technical standards,and the lack of innovation motivation of employees.In the implementation process of the salary system optimization project launched in 2018,there is a gap with the requirements of the development strategy of the 14 th Five-year Plan.Firstly,in the organizational aspect,there are some problems including the optimization goal of the compensation system,the lack of satisfaction for the development needs of the enterprise,and the difference of the floating compensation among the post groups.Secondly,in terms of the optimization design of salary system,there are some problems including without bandwidth for the salary of all staff grades,the market-oriented salary integration mechanism,the salary gap between posts can’t be opened,without differences of the floating salary ratio between different posts and classes,resulting in the inadequate role of compensation incentive and guidance.Based on enterprise strategic development,promote compensation from "health factors" to "incentive factors",to the compensation system optimization project management,establish market-oriented compensation system,fully guide and motivate employees output the right behavior,keep the internal talent reasonable flow,keep the core backbone talent,constantly activate human resources,enhance talent core competitiveness,promote the development of enterprise to achieve high quality.The research object of this paper is the compensation system optimization project of D Company,and focuses on how to carry out project planning and design through planning management related theories and tools in project management.Formulate the planning and management strategy of the compensation system optimization project to lay the foundation for the implementation of the project,and mainly plan the project goal setting,project organization construction,project plan formulation,project control and other aspects.In order to ensure that the goal of the compensation system optimization project of D Company is fully realized,the project progress is controlled through WBS,responsibility distribution matrix,Gantt chart and other methods,and the project quality is controlled through the application of salary management professional tools such as post value evaluation ten-factor method,Hewitt method and salary point value method.it provides an effective reference for promoting the implementation of management reform projects through planning and management concepts and methods.It provides an effective reference for expanding project management concepts and methods in the implementation of management reform projects.