State-owned Small Mining Enterprise Salary Optimization Design

This article from the compensation and salary management theory, draw lessons fromdomestic and international enterprise in advanced and scientific salary management aspectsof successful experience, based on the practical research, L using qualitative and quantitativeanalysis method to solve the enterprise in salary in the main problems facing. First of all,paper in human resources management from salary the role of centering on L company, theactual situation of this study, puts forward the train of thought and method, this paperexpounds the basic theory of salary design and the development trend of modern salarymanagement for further research, the compensation scheme L laid a theoretical foundation;Second, through the salary system of L company, especially on the analysis the currentsituation of the company in salary management existence deficiency, summarizes thecompany salary system of some of the existing main problems; Then, combined with thecompany’s present situation, to short-term incentive and long-term incentive for the leading,optimization design suitable for in four state-owned small mining enterprise salary model,namely the individual structure salary=basic salary+salary+performance salary+welfaresalary.Basic salary is relatively fixed, its function is to ensure the basic life need of employees,basic salary gap between smaller, along with personal experiences, working ability ofascension, basic factors such as salary also has change; Basic salary and compensationsystem in occupies a small proportion, and extend by the month. Salary is in position analysisand post evaluation of designed on the basis of the difference, reflect the positions laborsalary, post is different, different; Salary in individual pay than the proportion of basic salary.Performance salary is determined according to the result of examination and evaluation in thesalary, salary system for larger, mainly through the whole weight management benefit ofenterprise and individual staff performance to decide its performance salary. Welfare salary isanother form of salary, emphasizes to guarantee the future employees, such as medicalinsurance, unemployment insurance, endowment insurance, etc. Welfare salary is relativelyindependent, and the management of the enterprise performance not linked, with individualbasic job seniority, experience and qualifications growth, welfare subsidies will be more, more and more comprehensive, including from work to life, from material subsidies tospiritual subsidies and other aspects. Its projects and levels to countries, regions and thecompany relevant provisions shall prevail. Eventually determine its proportion, namely basicsalary: salary: performance salary: welfare salary=2:3:4:1.This paper focuses on the structures and their personal compensation in the wholecompensation, the proportion of for similar to offer reference and mining enterprises.