The Research On The Problems And Countermeasures Of Remuneration Management Of JN Steel Group Middle Managers

With the rapid development of China’s economy,a large part of private enterprises are developing better and better in the market economy trend,and their scale is getting bigger and bigger,becoming an indispensable force in China’s economic development.However,as China’s economy changes from high-speed growth to high-quality growth,rough management is no longer suitable for private enterprises.As the focus of human resource management,compensation management should be paid attention to.Middle management is a mainstay of the enterprise,on the one hand,determines the policy makers to make decision whether can effectively carry out and implement,on the other hand,can supervise and guide the work execution layer,are also constantly updated technology,research and development products,expand the market,etc.,can say middle management is the core strength of the enterprise.This paper mainly Jacqueline Nottingham iron and steel group,middle management compensation management as the research background,reference domestic and foreign scholars on the research of the compensation system,the integrated use of their knowledge management theory knowledge,adopt the method of questionnaire to in-depth analysis of the current Jacqueline Nottingham iron and steel group,middle management personnel salary system.The problems obtained through analysis include: lack of dynamic compensation strategy,imperfect compensation management system,unreasonable design of compensation structure,etc.The reasons for the above problems mainly include deviation of compensation management concept,equalitarianism of compensation distribution,and formalism of performance appraisal.On the basis of the above analysis,the compensation management optimization scheme of JN Steel Group middle managers is proposed from three levels of objectives,principles and strategies.In view of the problem,reasonable measures are put forward to improve the salary of middle managers,which can stimulate the enthusiasm of middle managers,prevent brain drain,and ensure the advantageous position of enterprises in this region and this industry.At the same time,private enterprises of the same type in the region can learn from JN Steel Group to improve their own remuneration,so as to promote the rapid and sound development of the steel industry and make contributions to the development of the local steel industry.