The Research Of Salary Management Strategy Of Fgcompany Drivers

With the continuous development of market economy of Shenzhen, a lack of competition of the public transport industry, now has become increasingly fierce competition. For Shenzhen FG bus company, the income increased to reduce the costs and enterprise management brings the company’s business is struggling. Managers failed to face the great pressure, from the management level to enhance their competitiveness, but in the compensation management is strict, make employees lose working enthusiasm (especially the drivers), company staff liquidity is high, bring human quality decline and a growing complaints from passengers. These phenomena reflect the FG company must strengthen research in the compensation management, find the problem, and gives corresponding countermeasures.Driver’s salary management is studied in this paper, the FG company, the first chapter is the introduction, the introduction of this article research background, goals and significance and the research content and research methods. The second chapter introduction related theory in this paper. In the third chapter of FG company industry present situation, the company’s human resources situation and the driver salary management present situation has carried on the comprehensive review. The author found in the research of the company as a typical labor-intensive companies, human resources situation serious imbalances, personnel erosion, talent structure is not reasonable. Through in-depth discussion on this problem, this paper argues that the causes of these public transport enterprise human resources management is the lack of scientific and reasonable model, the key is the core of the employee’s salary management and incentive system. Set up a good salary management system is key to improve the public transport enterprise human resources management system core part, is to promote sustainable sound development of the basis of urban public transport enterprises. In the fourth chapter is the method of qualitative analysis of FG company driver actual salary structure and performance of the system problem diagnosis, adopt the method of questionnaire survey on the driver’s intrinsic rewards for diagnosis, respectively. Aiming at the existing problems of FG company driver compensation management, this article choose in the fifth chapter and the combination of qualitative and quantitative methods for improvement and optimization, and provide system solutions. First of all, for the pilot group care most about compensation, this paper argues that need to solve the problem, namely to improve the compensation scheme, providing quantitative solution; Secondly, in the other non-economic remuneration, namely the intrinsic rewards, through a number of qualitative measures to improve the employee’s promotion satisfaction, job satisfaction, satisfaction of human relationships, and so on.The purpose of this study is that, based on the research of compensation management, incentive factors, staff salary management system for FG company put forward the solution of quantitative, and gives relevant countermeasures.