Study On Railway Bureau Management Personnel Salary System Based On Two Factor Theory

In reality, the basic role of many people do not really understand human resource management incentive mechanism. If there is no good salary incentive mechanism, human resources management will lack essential significance. However, effective compensation incentive mechanism will exist in the human resource management problems solved, the management of enterprises and state-owned direct interaction. A good salary incentive mechanism can make the state-owned enterprises to retain talent, give state-owned enterprises vitality. This paper selects the Nanchang Railway Bureau Jiujiang Bridge section as a case, from the perspective of two factor theory research, mining problems and reasons existing in the salary incentive mechanism, and find ways to solve and development pay incentive mechanism, and to establish a perfect salary incentive system, promote the long-term development.The main content of this paper is divided into six parts: the first part is the introduction, introduces the research background, research purpose and significance, research status, research contents and methods; the second part of the relevant theoretical basis, elaborated the theory of salary theory, compensation design theory and dual factors, laid the theoretical foundation for this research; analysis of the current situation of compensation the system of Jiujiang bridge section third management personnel section of Nanchang Railway Bureau, Nanchang Railway Bureau of Jiujiang bridge section of the basic situation and organizational structure and human resources are analyzed, and from the salary structure, series, standard and adjustment about the original salary system; Jiujiang bridge section management compensation system. The fourth part of the Nanchang Railway Bureau. A survey of satisfaction salary system of Nanchang Railway Bureau Jiujiang bridge section management, dig out the Nanchang Railway Bureau nine River Bridge section management personnel salary system hygiene factors and incentive factors; the fifth part based on the two factor theory of Nanchang Railway Bureau Jiujiang Bridge Industry and trade management personnel salary system optimization to determine the compensation strategy, do a good job in the job evaluation, using the broadband salary; the six points based on two factor theory of Nanchang Railway Bureau Jiujiang Bridge Industry and trade management personnel salary incentive to enhance the satisfaction measures proposed mediation compensation structure, improved distribution, perfect compensation mechanism, strengthen the standardization of compensation, broaden the pay channel and improve salary competition strategy.