GZP Corporate Middle Management Compensation System Optimization Research

Effective human resource management is the important guarantee of modern enterpriseto remain competitive.Competition among modern enterprises has turned into a talentcompetition.Pay management human resource management as an important component, is toensure sustainable development of enterprises and important means of attractingtalent.Possibility of establishing salary system to meet development needs, particularly middlemanagement salary system, GZP has a significant role in the development of the company.Firstly, by building on research on compensation-related theory and GZP corporatemiddle management salary survey system, analyse its causes major problems and the maincause of the problem.These problems not only affect the enthusiasm of the middle-levelmanagers also causes a degree of staff turnover, pointing out the need for middle managementcompensation system optimization.Second, on GZP company middle management personnelcarried out work analysis and work post value evaluation, perfect post manual, this basedShang, based company development actual, through pay satisfaction degrees investigation andpay interviews of means, using SWOT tool for diagnosis, for how settlement existing ofproblem on GZP company middle management personnel pay system for optimization design,adjustment pay constitute, made introduced to salary system mainly of pay system.Based onthe annual salary system of, with added incentives and bonus items, such as term sets.At thesame time, establish a rational performance appraisal system coordinated with the paysystem.Lastly, in order to guarantee optimal scheme for smooth running, the optimalorganization structure, strengthen the system construction and the building of enterpriseculture and other safeguards.This research to optimize GZP middle management salary system, raised mainly byannual salary system of distribution system, pay adjustment form, properly opened the middlemanagement salary gap, reflecting different positions and different levels of contribution ofsalary differences, strengthening incentives for middle-level manager.Optimization design ofnew salary payment distribution system focused on a combination of short-term incentivesand long-term incentives, taking into account the development of the company actual, bettermobilize the enthusiasm and creativity of middle-level management personnel.Hope thisstudy to GZP further Jingyi efficiency and management level can be of reference and help.