Research On Optimization Of Salary Incentive System For Managers Of PetroChina H Sales Compan

In the course of the social and economic development and reform construction of our country,state-owned enterprises play a pivotal role,are the dominant force in promoting the construction of market economy and promoting the development of other ownership economies.However,with the constant changes of the market economic system and modern enterprise system,the operation and management mechanism of some state-owned enterprises is relatively backward,unable to adapt to the existing market competition environment,resulting in the slow upgrading and transformation of state-owned enterprises,innovation ability is insufficient,comprehensive competitiveness is not strong.In recent years,our country has been promoting the reform of three systems in state-owned enterprises.We hope that through the full connection with advanced management system and external economic components,human capital will generate organic mobilization and incentive between management and employees.So as to achieve the goal of "matching incentive and value contribution,matching position and responsibility consciousness,matching ability and position level,matching number and efficiency",and as soon as possible to achieve the management mechanism of the company’s management personnel can be up and down,employees can be in and out,income can increase and decrease.Especially for the compensation distribution system,it is the core content of modern human resource management to deeply study and formulate the compensation incentive system that matches the enterprise development strategy,and it is also the most flexible incentive means used in the three system reforms.This paper takes the management of H Sales Company of petrochina as the research object.Firstly,the first chapter introduces the research background of this paper and the significance of this topic,points out the purpose of this study on salary distribution system,introduces the existing research results at home and abroad after sorting out the academic literature in the field of salary,and then systematically explains the research content,research methods and related concepts and theories of this paper.Secondly,using the method of questionnaire,this paper conducts an in-depth study on the main problems and causes of the current salary incentive system in H Sales Company of petrochina,and analyzes the internal influencing factors of the salary incentive system.This paper summarizes the main problems such as weak local economic foundation,poor industrial development ability,unbalanced supply and demand of labor force in the market,differences in internal cultural identity of the company and unsmooth operation of the enterprise,and analyzes the causes of these problems.Finally,the paper focuses on the importance,target principles and general ideas of H Sales company in optimizing the employee compensation incentive system,and improves the defects of the current compensation incentive system through the positioning of compensation incentive strategy,post value evaluation,broadband compensation system,differentiated performance bonus,fair salary determination and dynamic adjustment,and provides a series of modification suggestions and suggested measures.Systematically optimize the implementation of the existing salary incentive system,provide solutions for petrochina H Sales Company to accurately adjust the employee salary incentive system,improve the role of salary incentive,reduce labor-capital conflicts,solve the practical problems of managers’ low enthusiasm,low efficiency,overstaffing and so on,and continuously improve the creativity and management efficiency of managers.Activate the potential of human resources and enhance the core competitiveness of enterprises.