Research On Compensation Management Of Middle Level Managers In H Power Supply Company

The middle-level managers is located between the enterprise senior management personnel and grass-roots level managers of several levels, they are the link between middle and junior managers, is an important part of the management team of the enterprise. With the deepening of the enterprise development stage, and constantly adjust and improve the original salary system, it is very important for enterprises to continue to gain competitive advantage in the market competition. How to better attract and retain the excellent human resources team, which needs to improve and improve the salary system. Modern salary system design is gradually inclined to broadband pay system, performance pay system, pay system design more creative and flexible, but also more able to mobilize the enthusiasm and initiative of enterprise employees. Therefore, the correct understanding of the strategic position of middle managers, and gradually improve and perfect the management system of middle managers is necessary.In this paper, the improvement of the salary system of h power supply company uses the literature research method, questionnaire survey method, interviews and other methods, this paper firstly expounds the content of the subject reason, research objectives, research the theoretical significance and practical significance, and research content and research methods, on the basis of introduced basic theory and method of enterprise salary system improvement, laid the theoretical foundation for the improvement of salary management system. And then analyzes the current satisfaction of h power supply company middle management personnel salary system and focuses on the analysis of the problems existing in the salary system, namely compensation overall satisfaction is not high, unreasonable salary structure, performance appraisal satisfaction is low, the compensation system lack of fair and transparency, compensation and lack of necessary participation and communication, the welfare system and lack of individuation and flexibility. And lead to these problems the main reason is because does not match the compensation system with the enterprise strategy, enterprise post salary determined the lack of scientific basis, there is no scientific job evaluation system, salary implementation process and the lack of effective performance management system support, employee participation in formulation, optimization of company "s compensation system lack of opportunity, not to pay to make timely adjustments. To solve these problems, combined with h power supply company’s actual situation, and puts forward some suggestions on the improvement of salary system, and puts forward someimprovements of salary system of safeguard measures, including organization support, improve the supporting system, perfecting the safeguard mechanism and strengthen the implementation of process control system four aspects of content. Among them, on job analysis and job evaluation reference "factors recorded comment division" and "hay three factor score method to carry out; in view of the different nature of the middle-level management positions, the middle-level administrative staff, middle marketing managers and middle management personnel of the project. In this paper, the design of the three different compensation schemes, namely proportion of each scheme of compensation structure and module design according to the nature of the job to determine more targeted.