| With the continuous development of market economy,the development of the world economy is more integration,and then the competition faced by enterprises is also more intense.In the final analysis,the core factor of competition among enterprises is talent,and talent is the key factor that leads and promotes the development of the enterprise.How to attract talents,retain talents,consolidate the power of talents,and give full play to the role of talents has always been an important goal of human resources management.The core of human resources management is compensation management.Salary is the life guarantee for employees,and it is also an important factor considered and cared by employees.The effect of salary management is good,not only can motivate employees,improve work efficiency,realize individual value of employees,but also create more value for enterprises.However,as far as enterprises in China are concerned,the level of compensation management varies greatly.Many enterprises lack of compensation system,internal equity and justice,external competitiveness and attraction are seriously inadequate,and they can not keep pace with the times.Enterprises should pay close attention to reality and pay attention to the reform and optimization of salary.This is also the focus of this study.G chemical company in 15 years of development,has had ups and downs.The enterprise developed speedly in the early years,and has acquired a lot of outstanding achievements in scientific and technological innovation,product research,practical patents and other aspects,and created enormous economic and social benefits.The negative impact of the financial crisis in 2008 and the country's regulation of energy resources have led to a severe contraction in demand for chemicals and a marked slowdown in the company's growth rate.In adapting to the changing market situation,G chemical company is showing a lot of management shortcomings,the most direct result is the serious brain drain,especially the backbone of scientific and technological innovation-technical staff turnover rate rising.On the one hand,the enterprise faces setbacks.On the other hand,experienced technicians have a very big advantage in the recruitment market.Based on the above two aspects of subjective and objective factors,the enterprise internal compensation management unscientific and irrational confirms this group of employees' turnover determination.Therefore,how to optimize the current compensation program,establish a scientific and reasonable salary plan for technical staff,and retain some of these personnel has become an urgent problem to be solved.This paper begins with the introduction,sort out the background of the topic,the purpose and significance of the study,research methods and so on.Then,after referring to the literatures at home and abroad,the related theories of compensation management are summarized.Then the author introduces the current compensation of technical staff in G chemical company,and on the basis of the design of the questionnaire,in-depth analysis of problems reflected in the questionnaire and the reasons,summed up the salary difference of staff is small,the performance appraisal system needs to be improved,and the external equity is low and other issues,and targeted analysis of the reasons.Then use the combination of theory and practice,according to the principle of fairness and stability to put forward technical personnel salary plan design ideas;using job analysis and job evaluation process,makes a new definition of post salary and performance salary,and complements the welfare measures.Finally,in order to ensure the smooth implementation of the new program,special measures have been put forward to increase publicity,improve performance appraisal and improve the management level of human resources.I hope the paper can provide some reference for other enterprises which need to reform the salary in the same industry. |
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