Research On The Salary System Optimization Of Shanxi State-owned Investment Company

Investment,as one of the three components of GDP,has a significant impact on economic growth.In economic theory circle,people both at home and abroad share a similar view that investment is the primary impetus and essential prerequisite of economic growth.State-owned investment companies,which are a dynamic force in the management of state-run assets,are playing an increasingly important role in the national economy.With the rapid increase of investment companies,the market competition has become more and more fierce.In this case,how to keep talent people becomes the major concern of many enterprises.The salary system is the premise and core of human resource management,and the pay level has become the foundation of an enterprise to obtain competition advantage.Therefore,how to improve salary management has implications for the enterprises’ high-quality development.This article takes a state-owned investment company of Shanxi Province as the research object,usesrelated theories of salary,salary system,salary management,human resources management and puts forward optimized suggestions on its salary system.The thesis works for different employee categories,draws on the basic theory of salary system both at home and abroad,and applies the methods of documentation and questionnaire surveys.Finally,the thesis proposes the countermeasure and suggestions aiming to build a reasonable,standard and suitable salary system,which would improve the self-recognition and self-actualization of employee so that they could go ahead as “masters” on this state-owned investment platform.Specifically speaking,this paper takes “Optimization design of salary system of a state-owned investment company in Shanxi province ”as the research topic,puts forward target ideas of overall thought and principle of the salary system,and also proposes the optimized suggestions of current salary system.The suggestions include: the optimal design of the position evaluation system,the optimal design of the salary compositionwhich varies from positions and ranks,the optimal design of the incentive salary,the optimal design of the welfare salary,the optimal design of the salary adjustment mechanism,etc.Therefore,it solves the inadequate parts in current salary system relating to the practicality of the salary system,the integrity of the position evaluation system,the rationalize of the salary composition,the integrity of the incentive means,the fitness of the welfare salary,the normalization of the salary adjustment mechanism,etc.Also,in order to guarantee that the salary system would closely in line with the enterprise development strategy,the thesis proposes that there must be corresponding safeguard measures,including establishing modern enterprise governance structure,shaping excellent corporate culture,establishing effective communication mechanism,and establishing standard performance appraisal system.