Research On The Incentive System Of Human Resource Salary Management In State Owned Enterprises

In this paper,the problem of human resources in state owned enterprises salary management content on incentive policies related to performance appraisal are described,for the compensation of the connotation of the concept and the content of the form makes a simple explanation,and the salary management of some misunderstandings for salary management flow and design principles of the exhaustive elaboration.On the basis of domestic and foreign theories of salary management,combined with at this stage of the state-owned enterprise salary management,actively in the discussion of the relationship between the salary management and incentive policy,and how the performance appraisal.Is an urgent need to solve the problem of state-owned enterprises.In this paper the JT group as a case analysis,adopt questionnaire survey method,to JT enterprise compensation management for effective investigation and analysis,in order to identify the JT group in terms of salary management of the existing problems,specifically,the JT group's salary management and performance appraisal is failed to achieve the institutionalization of science,group management ideas for the content of compensation management understanding is not comprehensive enough,confined in material reward.Secondly,the JT group's internal distribution is relatively simple: for example,the pay of the distribution of the phenomenon is too severe,incentive policy is not very good use,so that the incentive lever is not effectively play.So in order to solve the practical problem of the existence of the JT group,this paper will combined with the characteristics of state-owned enterprises,establish an effective performance evaluation and compensation system: the innovation of introducing broadbanding,coupled with the spiritual civilization construction work culture;through the labor package reduce risk within the group of salary management;effective guidance and training for the management of the company,in order to improve the management level of group of salary management,implementation of the elastic compensation policy,strengthen the allocation of welfare policy and the implementation of the work,will staff salary levels and the group of industries benefit from the hook.The conclusions of this paper are mainly reflected in a number of ways:(1)from the overall structure of this thesis,this paper on the basis of reading a large number of enterprise data,set the questionnaire of employee salary satisfaction survey,in-depth study of the JT group's salary management system facing the main problems,and summarize the reasons.Then,combined with the JT group'scurrent status and long-term planning is formulated to encourage for leading the salary system,abandon the JT group original scientific compensation system.(2)in detail,combined with the real situation of the JT group,develop business,functions and management of the three series,a total of five levels,increased group employees salary promotion opportunities;reference on the basis of the broadband compensation theory,lay the broadband salary design concept,enhance the compensation level,new salary calculation method.(3)make up the inadequacies of the existence of the JT group,continue to improve the existing salary system,streamlining of the original salary management system,enhance the motivation of the welfare,and comprehensively improve the level of salary management,perfect the compensation system of the group and its subsidiaries.(4)the JT as research object,in-depth analysis of the existing domestic state-owned enterprises salary mechanism of common problems,and try to give this kind of problem solving method,which on the future of state-owned enterprises to implement the reform of the salary system has important theoretical significance.The significance of this study lies in salary management system can effectively improve the JT group within the stage of flaws and effective to streamline the group internal salary structure,effective use of incentive policies,for the group of salary management and performance management are realized system.Through analysis of JT group compensation,we can see the problems existing in the salary management in state-owned enterprises in China's overall,compensation reforms for state-owned enterprises in China after the internal provides certain reference.