Research On Optimizing The Salary Management System Of JY Company

Affected by the epidemic in the three years of 2020-2022,the overall slowdown of the national economic development rate,the increasingly fierce market competition,the competition between enterprises focuses on the competition in resource allocation,and the competition for talent resources,which is the most important resource of enterprises,is undoubtedly ranked first in the competition of enterprises.According to the relevant data of the human resources trend report for the third quarter of 2022 issued by Liepin.com,a quarter of companies believe that compensation is the main factor in brain drain.Based on the current situation of the domestic and foreign environment and the internal governance environment of the enterprise,if the enterprise wants to survive in the fierce competition and complex and changeable situation,the continuous improvement and optimization of the internal salary system has become a very important task in the human resource management of the enterprise.With China’s adherence to the guidance of "dual carbon"(carbon peaking and carbon neutrality),Henan Province has also fully implemented major national strategic deployments such as ecological protection and high-quality development of the Yellow River Basin,and accelerated the formation of a resource-saving and environment-friendly ecological protection pattern.The research object of this article JY company,founded in 2016,is mainly engaged in all kinds of environmental protection asphalt concrete research and development,production,sales and technical services,the company in the context of the favorable policies of the country and Henan Province and the region attach great importance to environmental protection work,in recent years has been rapid development,at the same time,extensive management,especially human resource management has not been highly valued has also become a hidden danger in the future development,due to the company’s current salary management system dissatisfied with the loss of employees is on the rise,Therefore,optimizing the salary management system has become the key for enterprises to attract and retain talent.With the goal of optimizing JY Company’s salary management system,this paper analyzes the causes of the problems in the current salary management status of the company by means of questionnaire survey,and concludes that the main problems in JY Company’s salary management system are: single type of remuneration system,imbalance of fixed float ratio of salary composition,lack of external competitiveness of salary level,and lack of salary adjustment and control mechanism.The design of salary level is out of touch with market salary,and the salary adjustment and control mechanism is not perfect.In view of the above problems,combined with the company’s development goals in the past three years,the specific optimization plan is given in four aspects: the company’s salary system design,salary structure design,salary level adjustment,and salary control system construction,and the guarantee measures of the scheme are given in terms of organizational guarantee,system guarantee and communication guarantee.It is hoped that the research of this paper can not only make the value of talents rewarded,but also help the realization of corporate strategic goals,and also provide a certain reference for the optimization of the salary management system of the same type of enterprise.