Research On The Construction Of Salary System In The Headquarters Of Group T Of State-Owned Enterprises

State owned enterprises are an indispensable part of China’s market economy and the ballast of social macroeconomic stability.With the continuous deepening of the three national system reforms,the salary management objectives of state-owned enterprises are also facing new major changes.The salary management objectives of enterprises at different stages,at different levels and in different industries are also different.Therefore,the construction of the salary management system of state-owned enterprises is a continuous process of establishing and perfecting The process of development and perfection.With the development of economic system and the continuous innovation of company system,the theory of salary management system is becoming more and more mature,which provides a good practical basis.The establishment and improvement of the salary management system in state-owned enterprises can not be achieved overnight,because it involves many factors,such as the establishment of salary levels,post settings,performance appraisal,etc.we must start from the overall situation and details with a "practical and realistic" attitude.However,for a long time,the management mode of state-owned enterprises is imperfect and the innovation of talent incentive system is few,which is not conducive to the high-quality and sustainable development of enterprises.Therefore,how to build a mature and scientific salary system to achieve the goal of "attracting,educating,employing and retaining" has gradually become the focus of enterprise managers.Most of the existing theoretical research results of compensation management in state-owned enterprises are optimized on the basis of the original compensation system.However,for new enterprises in the stage of scale and personnel expansion at the initial stage of growth,there is less research on the construction of compensation system in combination with the actual situation of the company.If we talk about the compensation reform based on this imperfect system,it will be too far behind.Based on the development stage of Group T and the external market environment,starting from the basic understanding of the salary management system,this thesis grasps the structural characteristics and element characteristics of the connotation of the salary management system and its important significance in the company management,so as to construct the salary system.Although Group T is taken as the main research object,the research theory and conclusions of this thesis have considerable universality and practicality for companies with related enterprise attributes,and also have considerable reference significance and value for similar companies in salary management.This will also put forward a new case for the study of compensation management in state-owned enterprises under the new situation,and further enrich the theoretical system of compensation management research,which has a certain theoretical significance.Taking the headquarters of state-owned enterprise Group T as an example,this thesis comprehensively analyzes the theoretical and practical significance of the research on the construction of salary system,makes a three-dimensional and multi-level research on the experience of foreign and domestic salary management,carries out a salary satisfaction survey on the basis of comprehensive evaluation of the current salary system,finds out the current situation and main problems of the salary system of the headquarters of Group T,and makes an in-depth analysis on the problems and causes of feedback,By comprehensively analyzing the basic situation,organizational structure,personnel composition and other factors of the enterprise,the research scheme,research objectives,research contents and research methods are determined,so as to explore and construct a set of salary management system suitable for the reality of Group T,which provides valuable experience for provincial state-owned enterprises.