| With the change of global economic environment,it is inevitable for enterprises to adapt to the change of environment.Some state-owned enterprises in our country are in the process of ownership reform,facing the test of the market.As an important part of modern enterprise management,human resource management plays an important role in attracting high-level talents and maintaining core competitiveness,the salary management plays the role of goal and reality transmission,the matching degree between the salary strategy and the enterprise strategy,the salary competition level and the salary incentive degree directly decide the development of the enterprise,the reasonable and effective salary management mechanism can provide the power and the source for the long-term development of the enterprise,is the enterprise invincible core factor,therefore,it is very necessary to establish the salary system which is in line with the development of the enterprise itself.As a leading company in the field of scientific research in the salt industry,M Company was originally a laboratory of the Salt Industry Administration Bureau of the Ministry of Light Industry.After the reform of separating government from enterprise and the restructuring of state-owned enterprises,by 2013 the company’s shares were transformed into a limited liability company,at present,it is a wholly-owned subsidiary of China Salt Co.,Ltd..Although M company has gone through many reforms,most of the employees are old employees.The concept of state ownership is deep-rooted,and the salary system of the original public institutions has been implemented.The administrative traces are serious,m company is facing the problems of insufficient salary incentive,unfair salary distribution in the enterprise,slow construction of talent team,etc..This paper finds out the concrete problems through the salary survey,analyzes the causes of these problems,and puts forward the corresponding countermeasures to help the enterprises keep the core competitiveness and stimulate the staff innovation,win the opportunity of opening up the salt industry market.This paper mainly adopts the method of combining theoretical research with practical research.Firstly,it analyzes the specific background of M company,and then puts forward the specific research objectives and practical significance.By combing the definition of compensation management,combining with post evaluation and broadband compensation theory,this paper analyzes the problems of M company’s compensation system and forms countermeasures.This paper takes M Company as the research object,through analyzing the present situation of its salary system,designing the salary questionnaire,finding out the problems of M company’s salary system,combining the post value evaluation and the broadband salary theory,in view of the practical problems of M company,such as small promotion space,unfair salary distribution,and poor incentive effect,the post value evaluation of M Company is re-standardized,and the countermeasures of post rank optimization are put forward,through the establishment of broadband salary system,the promotion space of employee salary is expanded,the incentive salary and enterprise strategy are organically unified,the project bonus salary and employee performance are linked,and the system guarantee of salary system implementation is improved,this paper puts forward some countermeasures for the problems of unfair distribution of M Company’s current salary system,decoupling of performance and salary,and unbalance of post value matching.In the salt enterprise salary system optimization improvement,has provided the certain reference value. |
