| As one of the core elements in human resources management, salary management has been the hot topic which the enterprise management discusses and probes. Salary and benefits level will not only directly affect the staffs'soft working environment and their working enthusiasm, but also will directly affect the entire enterprise benefits.After years of development, Yunnan Yongchang Lead&Zinc Co., Ltd has become a medium-sized state-owned enterprise which holds nearly one billion assets. The company engages in lead-zinc mine geological exploration, mining and beneficiation production and metallurgical processing, it has independently researched and developed zinc hydrometallurgy proprietary technology "GYQC". In addition, the company, relatively speaking, has a certain management foundation and advantages of marketing competition in the industry. At present, the company has formulated development objectives of the twelfth five-year strategy, all aspects are developing in a good way. However, the salary management system the company executed in recent years has been more or less in conflict with the needs of the enterprise development, which has played a limited role of incentive effect, and to a large extent, it has become the restricting factor of the enterprise's operating management, reform and development.Therefore, in view of the enterprise's internal and external practical situation, the author thinks it is imminent to card, diagnose and improve completely the salary management to exert its full play so that we can speed up the construction of talent team, promote the management level and realize the production operation and reform and development objective. This paper adopts questionnaire-investigation, interview and other methods to completely investigate and card the strategy implementation, organization operation, human resource management and concrete salary system. Besides, by analyzing and diagnosing problems in company salary management with acquired theoretical knowledge and by combining practical situation and drawing on advanced industrial management experience, the paper provides further research on company salary management and puts forward improved thoughts and concrete measures so as to improve salary income distribution assessment and motivation mechanism and upgrade management level and management efficiency, hence ensuring that the strategic goal of enterprise can be achieved. Simultaneously, this paper is also beneficial to seeking new ideas about human resource management in state-owned enterprise, sorting out the mutual, restrictive and complementary factors in human resource management and searching new mechanism of reform of income distribution management. |
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