Research On The Improvement Of The Salary System Of Beijing Shougang Construction Group Company

China’s state-owned enterprises salary system, great changes since the establishment of market economy system, but the disadvantages of state-owned enterprises for a long time in the salary management left the advance of reform has caused no small obstacle. Facing the tide of market impact, the shortcomings of the traditional salary system of state-owned enterprises to bring trouble and pressure has become increasingly obvious, the salary system reform of state-owned enterprises has been urgent. With the development of society and individual development consciousness, more and more workers to compensation as enterprises for their own ability and pay for sure, even is a kind of expectations for future development. In this case, the incentive function of compensation will become more apparent, but also become a broad topic of how to play the role of incentive pay to maximize. Beijing Shougang Construction Group Company current situation of human resources from the point of view, also met with other enterprises which are facing bottleneck, through effective compensation mechanism to attract, keep, to further stimulate the enthusiasm of the staff, active and creative, better faster to promote development of the company, is a Beijing Shougang Construction Group company urgently needs to study and solve an important work.This paper aims to explore a set of salary system for the target of the development strategy of Beijing Shougang Construction Group Company and effectively enhance their competitiveness improvement program, using the method of literature research and empirical research method of combining, design the questionnaire and get the data line in Beijing Shougang Construction Group employees. This paper takes Beijing Shougang Construction Group company salary system improvement as the main line, mainly divided into five parts: the first part contain the background of the theme, the research purpose and research methods. Discuss related compensation system is introduced in the second part. The third part introduces the status of Beijing Shougang Construction Group Company compensation system. The fourth part is on the basis of the third part, for the optimization design of Beijing Shougang Construction Group company salary system, job analysis, job evaluation, external investigation, salary structure design, performance evaluation optimization steps. The fifth part is the implementation of the Beijing Shougang Construction Group Company compensation system optimization, ensure the improvement of salary system smoothly. The sixth part is the research conclusions and outlook. In the hope of providing help for the specific implementation of the company’s salary system reform, and suggests that the company constantly improve the salary management system, explore many kinds of salary incentive, employee and enterprise win-win results.