Research On Salary System Of Management Personnel In DL Company Based On 3P Theory

A scientific,reasonable,stable and advanced salary system can often give birth to modern excellent enterprises.By attracting and retaining talents,and fully mobilizing their enthusiasm,initiative and creativity,to achieve the production and operation goals,In 2020,as the three-year action plan for the reform of state-owned enterprises was reviewed and approved by the central deep reform group,the important position of state-owned enterprises in the socialist market economy was further clarified,which also pointed out the direction and time for state-owned enterprises to deepen salary reform surface.DL Company is a state-owned enterprise mainly engaged in the manufacture of large ships and ocean engineering,The company has been well operated for many years,providing a broad career development space,is an important national backbone enterprise,It has made outstanding contributions to the development of shipping industry and national defense modernization.For example,if DL Company can summarize the previous salary system theory,with the 3P salary theory as a guide,and conducting questionnaires and interviews within the enterprise,Comparing industry salary data and other forms horizontally,can determine the salary index of DL company management personnel,estimating the salary level of DL company management personnel at the current stage,making a concise and effective analysis and calculation of the indicators and expectations of the salary system,and analyzing the DL company management personnel There are many problems in the salary system,such as outdated systems,backward distribution methods,disadvantages in the salary structure,narrow and closed salary increase channels,lack of job analysis and detailed division,and no effect achieve a top-down closed-loop management result.By studying the salary system and optimizing its design,the internal fairness and external competitiveness of the company’s salary,the employee’s satisfaction with the salary and work efficiency are greatly improved,At the same time,it lays a good foundation for the construction of a talent echelon for the enterprise,and points out the direction of the enterprise’s salary reform work.This paper points out that the compensation system should be determined according to the position and job analysis to ensure that the agreed fairness criteria are met,ive performance appraisal method.Through understanding the actual needs of grassroots employees,combined with the development direction and characteristics of the enterprise,summed up a perfect comprehensive and optimized compensation system。And according to the characteristics of the enterprise itself,the reasons for the above problems are analyzed,and finally the optimization plan of the salary system is proposed.The plan includes adjusting the salary composition ratio,adding technology,management,skill diversification job sequence,strengthening performance appraisal and management,designing reasonable salary adjustments and bonuses,etc.The internal fairness and external competitiveness of enterprise compensation are greatly optimized,so as to improve the turnover of the management team and optimize the performance system,so that the enterprise can continuously achieve phased goals and the optimal design of the salary system in this paper is generally applicable to the design of the salary system of labor-intensive and technology-intensive manufacturing state-owned enterprises,and creatively puts forward countermeasures in parallel with the administrative sequence,technical sequence,management sequence,and skill sequence,that is,high vocational high salary,high technology It is a high salary;a high job is not necessarily a high salary,but a high technology must be a high salary concept.It has strong guiding significance for the optimization of the salary system of other companies in related industries.