Research On Optimization Of Salary System For Grassroots Employees Of ZHYD Company

Salary management is an important part of enterprise human resource management,which is related to the satisfaction and recognition of employees to the enterprise,and is an important management measure to stimulate the enthusiasm of employees.With the rapid development of market economy,the competition of enterprises in the industry has essentially evolved into the competition of knowledge and talents.Therefore,how to attract and retain talents with high quality,high quality and high skill level has become the key factor for enterprises to improve their market competitiveness.At present,the current salary system mode of most companies is relatively single,most of them follow the traditional salary management system,and lack of scientific and systematic theoretical system for improvement,which makes the traditional salary system of many enterprises at this stage unable to adapt to the fast-paced market competition trend.This paper takes the salary system of ZHYD company’s gas station employees as the research starting point,aiming at the problems existing in the current company’s salary system,and based on the domestic and foreign frontier salary management theory to discuss and research.In this paper,the comprehensive use of literature analysis,questionnaire survey,on-site interviews,etc.,ZHYD company human resource management system to carry out research,in-depth analysis of the development status of its salary management.The data analysis of the survey results shows that there are some problems in the salary system construction of ZHYD company’s gas station,such as unreasonable post salary division and performance appraisal design,opaque salary structure and salary level not having social competitiveness.Based on the principles and ideas of salary system design and optimization process,this paper further puts forward the bonus system of ZHYD company’s gas station employees At the same time,it also strengthens the integral management optimization scheme of salary management.Finally,it puts forward some safeguard measures for the optimization design scheme of salary system,including deepening the construction of enterprise salary management system,strengthening employees’ awareness of the construction of salary system,and strengthening the construction of enterprise salary management system In order to lay a solid foundation for the rapid,stable,healthy and sustainable development of the enterprise and ultimately achieve the strategic objectives,we should establish an effective performance appraisal management system,strengthen the implementation of the concept of salary culture,pay attention to the distribution of labor intensity and refine the secondary distribution.