Research On The Compensation System Of Ji Tie Tong Company And The Perspective Of Talent Incentive

Today,with the speeding up of economic globalization,the railway industry competition is intensifying,China railway company is the transition from planned economy to market economy.In the period of strategic transformation,how to attract talents incentive talents is an important part of enterprise talent strategy,The company needs a competitive and attractive salary management system to motivate employees to serve the company better.Through investigation and research,this paper finds that there are several problems in the compensation management system of the company: the strategy of compensation design is not clear,the compensation system lacks internal equity and external competitiveness,the salary structure is not completely reasonable and scientific,the basic welfare cannot meet the security and stability of employees,and the performance appraisal system is not sound.The company’s compensation system can not reflect fairness and incentive effect,and it is difficult to deal with external human resource competition,which leads to the employee’s relaxed attitude and high turnover rate.This paper puts forward the specific content of the compensation management system of the company.It includes scientific and reasonable optimization design of compensation structure,more scientific work salary setting,standardized compensation dynamic management,and the establishment and improvement of compensation system such as welfare subsidy.Based on maslow’s demand theory,on the basis of the original job skills wage to join the employee basic wage,strengthen protection needs,at the same time improve the post salary,make the company’s basic salary have market competitiveness;To clarify the core parameters of the company’s performance appraisal,and to strengthen the scientific nature of performance appraisal,to enhance employees’ understanding of individual performance and enterprisedevelopment,and to promote employees’ recognition of the enterprise;At the same time,combined with the characteristics of the company’s industry,the job security performance appraisal salary was increased,and the job security performance assessment was strengthened.System inside the pot to reflect personal value direction,can inspire staff commitment to a certain extent,also increased the supplementary benefits compensation incentive schemes,corporate pension is borrowed from the west has for many years and effective system of methods,take out parts of the enterprise profit combined with the employee’s personal development,can achieve the win-win situation of enterprises and talents.Through the analysis of this paper,the manager of the company can reunderstand the talent incentive and salary management,and can optimize the design of the compensation system through the use of the Suggestions proposed in this paper.