Research On The Optimization Of Hongcheng Waterworks Co.,Ltd Employee Compensation System

Compensation system as the core of human resource management,for the development of enterprises has a positive meaning.And based on two-factor theory of hierarchy of needs theory to analyze,salaries are low levels of demand,and the staff can not play the incentive effect.However,some studies have shown that one of the important factors in employee turnover is not satisfied with the current salary.From a social point of view,having to pay a greater impact on the distribution of wealth;From an organizational point of view,compensation has become one of the effective means of competition;from a personal point of view,compensation of employees is the result of hard work.In short,corporate human resources management remuneration in an important position,and has become the core of management,the fundamental reason is the pay can play a role to motivate employees.Enterprises in the development process,only to build a sound,scientific and reasonable salary management system,to be able to achieve better management of the enterprise,not only to protect operational efficiency,enhance its overall strength while also having greater effect.First,the paper is divided into three parts describes the status of the existing pay system Hong cheng waterworks CO.,LTD,namely management level salaries,middle managers salaries,common staff salaries.Secondly,cited relevant theory and research status quo at home and abroad in the pay system,the article highlights the need to apply the theory of compensation,such as broadband compensation theory,comprehensive compensation theory,3P theory.Again,through the relevant compensation theory of Hong cheng waterworks CO.,LTD compensation system analysis to find out the salary system Hong cheng waterworks CO.,LTD is currently being implemented in the existing problems and causes.Finally,in a fair,competitive,incentive,on the basis of the principle of economy,writing Hong cheng waterworks CO.,LTD compensation system optimization design,and make relevant safeguards,such as the establishment of a new salary system supporting the assessment program,management system,company culture.During the course of the study,to Hong cheng waterworks CO.,LTD as the research object.After the compensation system for the theory research,focusing on problem analysis Hong cheng waterworks CO.,LTD in facing the pay system to analyze,it concluded that the company's pay structure is not uniform,unreasonable salary structure,salary distribution representing single,narrow channel staff promotion,salary management and transparent pay system does not match with the corporate strategy and so on.Then,we put forward suggestions for the improvement of the water industry in Hong cheng waterworks CO.,LTDremuneration existing problems.In the process of building the future salary system,the recommendation is based on the broadband pay to build a multi-level post salary system,and also the need to develop appropriate remuneration according to the different levels of employees.For example,professional and technical personnel should be given more room for development and a richer performance,welfare pay system;and middle-level managers should adopt and corporate performance-linked salary system mode.In short,we believe that Hong cheng waterworks CO.,LTD actively implement the relevant recommendations to optimize the pay system,which has a certain reference value for improving other water companies pay system.