Research On Optimization Of Compensation System Of Qinghai Salt Lake Co.,Ltd.

The compensation system is an important part of the human resources system and plays a vital role in enterprise management.The efficient,scientific and fair salary system helps the company to attract talents,improve the efficiency of the organization and improve the overall development strength of the company.A good compensation system must not only consider the strategic development goals of the enterprise,fairness and justice,legal policies,but also set up individualized according to the needs of enterprises and employees.Only in this way can we maximize the incentive effect and benefit employees.The development of enterprises is closely integrated to promote the sustainable development of enterprises.As a veteran state-owned enterprise,QingHai Salt Lake Industry Co.,Ltd.has entered a key stage of transformation and upgrading after rapid expansion in previous years.The original salary management model of the company has not adapted to the development status of QingHai Salt Lake Industry Co.,Ltd.The administrative system of state-owned enterprises is strong and the compensation system lacks incentives.The problems of restraint and low profit rate of labor cost have become increasingly prominent,which has seriously affected the internal vitality of enterprises and restricted the development of enterprises.The optimization of compensation system is imminent.This paper refers to the domestic and international compensation theory,using the literature research method,the questionnaire survey method and the interview method,and deeply analyzes the current compensation system system.The salary and benefit relationship in the compensation system system of QingHai Salt Lake Industry Co.,Ltd.is not high,and the salary is not high.The system lacks fairness,unreasonable salary structure,and a single way to improve the rewards.The specific optimization idea is: firstly,based on the strategic goal of realizing the company to turn losses into difficulties,transformation and upgrading,determine the salarystrategy;then through the job analysis and post value evaluation,straighten out the relationship between work responsibility and compensation;then combine the post value evaluation results,external The salary level survey optimizes the salary structure and salary level,complements and improves the non-cash compensation system,and comprehensively strengthens the incentive effect of compensation;finally proposes the safeguard measures for the implementation of the compensation management system optimization plan to ensure the smooth implementation of the optimization plan.The optimized design of the QingHai Salt Lake Industry Co.,Ltd.compensation management system aims to optimize the compensation management system to fully exert the incentive and restraint function,improve the enthusiasm and efficiency of employees,thereby improving the production efficiency and efficiency of the enterprise and helping the company to achieve leapfrog development.At the same time,it is hoped that through the optimization and exploration of the compensation system of QingHai Salt Lake Industry Co.,Ltd.it will be used as a reference for the reform of state-owned enterprises in the current supply-side structural reform.