Research On Compensation System Optimization Of A Water Supply Company

As the core of the modern enterprise system,the salary management system is of great importance to the employees at all levels.Therefore,the attention is paid to the pay system from the basic staff to the senior management.And the more perfect and scientific salary management system,not only to boost the enthusiasm of the staff have a positive incentive effect,and to improve the workers’ sense of belonging to enterprise,cultivate employee loyalty,have good ability to create incentives of workers.In addition,in the process of the implementation of the compensation system,it also has a management lever,can achieve the amplification effect of good management system,to help solve the complex labor relations problems.Therefore,a good scientific salary management system,can achieve the superposition effect of labor productivity,stimulate workers to improve labor productivity and creativity,and ultimately improve the core competitiveness of enterprises.Based on the comprehensive study of the concept and principle of the compensation system,the relevant professional knowledge and methods from different angles of economics,human resources management,cost accounting,financial management,systematic research work on the salary system of state-owned enterprises.The author tries to study from the theory and case analysis of the two dimensions of research issues are discussed,with the basic concept of salary system and the related theory,the overall tax burden of water supply industry analysis.Through the research,we find that the state-owned enterprise,which is represented by A company,is mainly formed by the end of twentieth Century or the end of last century.At that time,the historical background and the current economic environment has undergone major changes,more positive significance for the allocation and incentives can not be reasonable release.Along with the deepening of state-owned enterprise reform,the deep-seated problems continue to emerge,and the salary system itself under the control of the problem can not be unified,standard pricing system is complicated,the core position of core talent gap,difficult to retain,serious impact on the long-term development of enterprises.And the performance of the staff and the value of the post can not be truly reflected,the promotion of the upward channel and vacuum requirements to decline.This paper takes the A company as the research object,to clarify the compensation system of the importance of the enterprise burden and increase profit,and points out the problems and the key points of the industry to pay attention to the system,finally puts forward the corresponding solutions,to help enterprises to pay the ideal effect.This paper consists of five chapters:the first part is the introduction.This paper mainly introduces the background,significance and research status at home and abroad.In the second part,the basic theory of the company’s salary system is discussed.This chapter introduces the concept and theory of salary system,lay the foundation for the reform and optimization of the salary system analysis;the third part mainly introduces the current situation of the A company as an example to the water conservancy industry of state-owned enterprises and individual salary system,find the analysis of the main problems of the current state-owned enterprises into the faces of the compensation system,and then expounds the feasibility and the necessity of the reform of salary system of production management in state-owned enterprises;the fourth part,the analysis and design of compensation system in case of state-owned enterprises.In depth analysis of a typical case of the state-owned enterprises in the selection of the value of Mining Department has,according to the different ways to pay,respectively,including the compensation standard,compensation,compensation paid in the form of rating standards and compensation system design in different content,detail design.By a method of measurement data of theincome distribution of the compensation design may bring reasonable and improve the efficiency of enterprises is briefly demonstrated,the design of the possibility of compensation results were compared,and after the reform and opening up salary system of state-owned enterprises in the introduction to the theory of practical significance,and further elaborated the salary system of state-owned the fifth part summarizes the reform;pay system measures and experience.The reform steps and experience summary of the salary distribution system in the case of the reference,and then extended to the benefit of the whole industry,water conservancy,through legal and valid salary system reform and design suggestions,promote cost control and improve the production efficiency of state-owned enterprises,and ultimately improve the company’s overall A Enterprises as the representative of the salary incentive and profit level.