Study On The Optimization Of Compensation Management Of W Gas Enterprises

At present,in order to comply with the strategic environment of green development,the momentum of energy production and consumption upgrades rapidly,natural gas is undoubtedly one of the extremely important energy sources,the natural gas industry is in a golden stage of development,but the development of many old state-owned gas enterprises is both in a period of great development opportunities,on the other hand,there are many challenges,for example,with the change of national policies,the market is more and more new entrants to competitors.The competitive advantage formed by SOEs using policy advantages is weakening,and the talent drain is more serious.At this stage,many SOEs have many problems in motivation due to various reasons such as history and system,especially in urban gas companies,most of which lack effective incentive mechanisms.The reasonable salary and incentive are the main means to retain talents and help the enterprises to have unique competitive advantages and achieve long-term development,so how to optimize the salary mechanism has become the focus of the reform of state-owned enterprises.The purpose of this paper is to analyze the problems and causes of compensation management in W Gas,a typical gas industry company,and to propose strategies to optimize and improve it,not only to improve the management level and competitiveness of this state-owned enterprise,but also to provide reference for similar enterprises facing similar problems.This paper focuses on the environment and industry development in W gas enterprises,and analyzes the payroll mechanism optimization,aiming to upgrade the payroll mechanism of W gas enterprises,so that the employees of W gas enterprises can enhance their work motivation and further catch the excellent talents,and make the establishment of the payroll mechanism achieve comprehensiveness and systematization.Based on incentive theory,broadbanding pay theory and comprehensive pay theory,this paper analyzes the current situation of payroll management in W gas enterprises in terms of pay composition and pay performance.The research uses questionnaire,literature search and interview methods to identify the problems in the compensation management of W gas enterprises,further investigate and analyze the reasons for the problems in the compensation management of W gas enterprises,and finally propose targeted optimization strategies and implementation safeguards.The main conclusions of the study are: first,the following problems exist in the compensation management of W gas enterprises: the lack of external competitive advantages in compensation,the lack of internal fairness in the compensation mechanism and the lack of incentive in compensation.Second,the reasons for the problems of compensation management in W gas enterprises include deviations in compensation design strategies,inadequate application of modern broadbanding compensation theory,and lack of an effective performance appraisal system.Third,in order to optimize the compensation management of W gas enterprises,it is necessary to optimize the external competitiveness strategy of compensation,optimize the internal consistency strategy of compensation and improve the incentive of compensation.