Research On Compensation Management Of Fire Rescue Team In Y County Of Henan Province

With the continuous development of China’s economy,the types and quantities of risks faced by society are constantly increasing,and the challenges faced by China’s fire rescue teams are also becoming increasingly severe.However,the fire rescue system has not changed for decades and gradually cannot meet the development needs of today’s society.Therefore,the reform of the fire rescue system is urgent.In order to meet the needs of the development of the fire rescue department and the development of the market economy,as well as to meet the professional and international integration of fire rescue capabilities,and to continuously deepen the reform of China’s political and administrative system,the country carried out reforms on the fire rescue team in 2018.The fire rescue team has all retired from active service from the original armed police sequence and has been established as a national comprehensive fire rescue team.A new emergency management department has been established to manage the national comprehensive fire rescue force.However,due to the short time frame for the reform of the fire department,many issues have not been clarified,and the construction of management systems is not sound enough,so problems continue to arise in the actual management process.Salary management,as the most unique type of management strategy,can have a profound impact on both the personal development of organizational members and the future development of the organization.At present,the research on the management of fire rescue teams in the academic community mainly focuses on the overall construction of the team,and there is relatively little research on salary management alone.Therefore,the research content of this article is relatively novel and different from the focus of previous related research.In order to improve the salary management of the fire rescue team in Y County,this article takes the fire rescue team in Y County as the research object,and uses research methods such as interview and questionnaire survey to obtain first-hand information on the current salary management status of the fire rescue team in Y County.Through the organization and analysis of these materials,it was found that there are currently problems in the salary management of the Y County Fire Rescue Brigade: in terms of monetary salary management,there are issues such as salary satisfaction that need to be improved,welfare treatment satisfaction that needs to be improved,and unfair salary system;In terms of non monetary salary management,there are issues with firefighters’ decreased sense of professional identity and honor,decreased social recognition of firefighters,and career planning;There are issues of insufficient effectiveness and unfairness in the salary management system;For practitioners,there is a problem of insufficient understanding of the system.After analysis,the inadequate management system,the lack of attention from management entities,and the backwardness of management concepts are the important reasons for the above-mentioned problems.Finally,combining the new public service theory,dual factor theory,hierarchy of needs theory,and fairness theory,attempts to propose some improvement suggestions for improving the salary management of fire rescue teams.Suggestions were put forward to improve satisfaction with salary and welfare benefits regarding the problems in monetary salary management;Suggestions were put forward to improve the positive perception of fire safety practitioners and enhance their social recognition of non monetary salary management issues;Suggestions were put forward to establish and improve the salary management system,strengthen the implementation of the salary management system,and improve the transparency of the salary management system in response to the problems existing in the salary management system;Suggestions were put forward to improve the importance of salary management entities and update the management philosophy of salary management entities in response to the problems faced by employees.