| Salary management is a very important content of human resource management, and it plays a key role in the management and development of enterprises. Salary management is the main source to enhance the cohesion of the enterprise, is the main way to attract and retain talent, also the important method to make staff bring their subjective initiative into play, contribute their talents actively, and bring good benefits to the enterprise, so that the enterprise and staff achieve win-win results.Construction industry is labor intensive, personnel mobility of the industry. In the past, the construction industry is more extensive use of the salary management model, which structure is simple, which effect is not remarkable. DD construction company we analyze, just has the situation. With the continuous improvement of the national construction industry, the construction industry is gradually moving towards standardization. The project scale and the difficulty also change with the market economy. The traditional salary management mode of DD company is no longer adapted to the new environment. Therefore, it is of great significance to build a salary management system which has the characteristics of the construction industry and the characteristics of DD company.DD construction company is veteran of 21 years in construction industry, but it still uses the traditional salary management. It’s unfair to staff that working experience and administrative position is the main contents to decide their salary. Even more, single development channel to staff, the lacking of effective incentive mechanism, lead to the loss of talent. So company can’t get healthy development in the market competition. In this paper, we use famous domestic salary management theory and technology, combined with the method of questionnaire, interview and other methods, to investigate and analyze DD construction company’s staff structure, the compensation management system, the salary structure and so on. Finally we summarized a series of problems. To solve these problems, we comb and classify the original posts, we highlight the importance of engineering personnel. At the same time, in the process of the design of the salary system, according to the system design principle and the actual situation of the company, we optimize the salary system pointedly. The optimized salary system is designed to improve employee satisfaction, enterprise pay competitiveness, in order to stimulate the initiative of employees and retain or attract outstanding talents. |
