KY Corporate Middle Management Compensation System Improvement Research

China has been developing rapidly since the reform and opening up.After decades of reform and innovation,China has stepped up its pace to join the WTO and develop "one belt and one road".In the transition from planned economy to market economy in China,the salary management and system construction of human resource management in state-owned enterprises are not perfect,especially the middle-level managers who play the role of bridge and link in enterprises.So how to motivate and retain these core managers has become an important question in the development of the company.Question.Taking the improvement of KY middle management compensation system as an example,this paper makes an in-depth analysis of the salary situation of KY middle-level managers,and puts forward the improvement plan in combination with the current situation of KY middle-level managers in different positions,aiming at improving the salary satisfaction of middle-level managers and attracting and retaining enterprises better.These core personnel,effective incentives for middle managers to achieve personal performance and corporate performance goals,to achieve a win-win profit growth and employee income growth.Firstly,the paper elaborates the research background and significance,introduces the representative theory of salary system design and the related concepts and theoretical summaries of domestic and foreign experts and scholars on salary management.These theories and definitions have important reference significance for guiding the research of KY middle-level managerssalary system improvement.Secondly,according to the salary theory,combined with the development background of the enterprise and the analysis of the current situation of human resources,the salary satisfaction survey of middle-level managers was carried out,and to diagnose the existing salary system of KY middle-level managers.The basic principle of improving the salary system of the middle-level managers in KY Company is established.The improvement scheme is put forward.The evaluation factor model is established.The post grade value of the middle-level managers is evaluated,the salary composition is adjusted,the incentive effect in the annual salary system is brought into full play,and the basic annual salary and the annual salary in the annual salary system are adjusted.The structure proportion of performance annual salary should be increased,the salary setting of term incentive should be increased,and the accounting method should be worked out to ensure that the salary level is close to the level of the region and industry where the salary level is located.At the same time,the salary should be competitive in the external market and fair in the internal market.Finally,in order to ensure the implementation of the improvement plan,the paper puts forward some safeguard measures,such as the support of senior management,the construction of salary environment,the perfection of performance appraisal system,the smooth communication channels of salary,and the strengthening measures of salary system management process evaluation.This study improves the salary system of KY middle-level managers and proposes a differentiated salary distribution system based on Incentive yearly salary system.It highlights the differences in salary levels among middle-level managers with different positions(positions),different performance contributions,different degree of difficulty in operation,and different behavior orientation.The incentive and restraint role of the strong pay system.At the same time,considering the sustainable development of the company,the improved annual salary distribution system pays attention to the combination of annual incentive and tenure incentive,which can effectively mobilize the work enthusiasm and scientific and technological creativity of KY middle-level managers,and promote the realization of the company’s production,operation and project construction performance goals.It is hoped that this study can provide some reference and help for KY Company to further improve business performance and improve the level of human resource management.