Research On Optimization Of Salary System Of Frontline Employees In Government Enterprise BG Business Sector Of SDLT Provincial Company

With the deepening of the reform of mixed ownership,the reform of organizational system and operation mode has been carried out.In the process of mixed reform,SDLT provincial company deepened the general strategic layout,constantly adjusted and optimized the government enterprise operation organization system,and reformed and established the government enterprise line BG,which has become an important part of the production and operation income of SDLT provincial company.In order to conform to the development trend,SDLT provincial company deepened its strategic layout in the mixed reform,optimized and adjusted the operation organization system of government enterprise BG,reformed and established the new operation system of Bu and BD under the operation of government enterprise BG,and subdivided it into three parts: the functional part of overall planning,the product capacity building part,and the marketing part of government enterprise.Intensive government enterprise line resources to adapt production relations to the development of productivity.This paper takes the front-line employees of the government enterprise BG business segment of SDLT provincial company as the research object,takes the comprehensive compensation theory as the research foundation,and uses the methods of literature,questionnaire,qualitative and quantitative analysis to deeply analyze the problems of the existing salary system of the front-line employees of SDLT provincial company’s government enterprise BG,such as salary rigidity and insufficient salary incentives The salary structure and performance appraisal mechanism are studied deeply.In view of the problems existing in the current salary system,this paper puts forward the objectives,principles and optimization measures of salary optimization,including the optimization of post setting,the matching of salary system and organizational structure,the optimization of non economic salary system and the optimization of economic salary system.It aims to break the rigidity,link salary with performance,reflect the ability of employees,establish a comprehensive incentive system,and explicitly present all the values obtained by employees,Improve employee perception as a whole.Pay for "things" instead of "people".Pay according to employees’ performance must be decoupled from rank and establishment,take performance appraisal as an important basis for salary distribution,focus on performance,avoid "lying flat and winning",increase stock adjustment,break stock solidification,rationally widen income distribution gap,adhere to distribution according to work,and ensure that the salary of frontline employees in government enterprise BG business sector is closely related to their personal value contribution.In the face of the government enterprise BG business sector that directly bears the income,establish a performance-oriented dynamic management mechanism of performance-based compensation.Finally,in view of how to ensure the smooth implementation of the optimization measures,various guarantee mechanisms are proposed,including strengthening performance appraisal management,strengthening the construction of enterprise culture,and improving the communication and feedback mechanism.It is hoped that the scheme designed in this study can effectively enhance the enthusiasm and work efficiency of front-line employees of SDLT’s government and enterprise BG business segment,improve the company’s labor productivity,and achieve the common development of the company and its employees.At the same time,it is also hoped that this study can serve as a reference for the reform and management of state-owned enterprise compensation systems under the current mixed ownership reform environment.