Compensation System Optimization Design Of PM Company

With the development of social progress and market economy system,the competition between enterprises is no longer just the competition of scale,capital and technology,but also the competition of talents.As an important aspect of human resource management,compensation management plays an irreplaceable role in improving the attractiveness,fully stimulating the potential and increasing the performance.Therefore,how to build a salary management system that can attract,retain and motivate talent becomes an important subject of modern enterprise management research.PM is a large-scale state-owned energy chemical group,adhere to the "Based on coal,related element" development strategy.PM group has the most complete varieties of coking coal,thermal coal production base and Asia's largest base of nylon chemical products.In recent years,due to the adjustment of industrial structure and energy structure,the coal industry has suffered a serious decline.In this context,PM group actively adjusts the industrial structure and accelerates the transformation and development.The transformation of enterprise cannot implement without talents,however,with the deficiency of market competitiveness and incentive effect,PM group existing compensation management system can not meet the needs of the transformation of enterprise development.Based on the modern salary management theory,this study starts from PM group's current situation of the compensation management,finds out the problems and analyzes the causes through the investigation of internal salary satisfaction and salary interviews.On this basis,according to the requirements,steps and principles of design the modern pay system,the existing compensation management system is optimized and designed.Through position analysis,optimization scheme is mainly on the basis of clear design target,all positions can be divided into three categories.According to value position evaluation of the different factors and their proportions,the three categories are finally formed,with the different characteristics of the three kinds of positions.Based on the selected salary policy,combined with the external survey results,the salary level of categories was finally established.In the end,thesalary guarantee system of college students and professional and technical personnel are formed on the basis of the performance related pays.According to the different assessment period,the performance related pays is divided into annual salary and monthly salary.The system of annual salary and monthly salary applies to the different categories.It is expected that this study will provide reference for the reform of competitive state-owned enterprise system and the compensation management of coal chemical enterprises.