| More and more increase of state investment on livelihood water conservancy and water infrastructure projects provide small and medium privately operated water construction enterprises with new chances.Along with more fierce talent competition,the essentially scarce advanced talents become the resources that such enterprises scramble for.The only way to keep and attract advanced talents to better serve for enterprises is to carry out effective human resource management.As the most important part in human resource management,a complete plan of compensation administration,which is adapted to the company operation and development,is pressed for by most of the enterprises.This article takes JY Construction Engineering Company as an example and the employees as the object of study.JY is a construction company mainly on livelihood water conservancy projects.Its existing compensation management cannot meet the need of company development any more.Therefore,combining with corporate nature and business situations,the company needs apply the related theories of compensation management to plan design to optimize the existing compensation management.Then the company will be able to bring scientific and effective compensation management into force and establish a good foundation for long corporate development in future.Firstly,by referring to a lot of relevant works and documentation,this article clarifies the concepts,theories,domestic and foreign state of study in correlation with compensation management.Secondly,according to the basic situations of JY,current states and developing trend of the trade,by the methods of interview and questionnaire investigation,this article makes analysis of existing situations,problems and causes of JY compensation management.What's more,on the basis of thinking and principles to optimize the design plans,regarding to the four problems that its compensation management is not standardized;its salary level is low;its compensation structure is unreasonable and under excitation;its compensation management lacks fairness and transparency,this article proposes optimal methods and makes design of optimum plan on scientific reasonable applicable effective compensation management.In accordance with corporate specialty,job characters and distribution,the optimization proposal of compensation management analyzes the jobs with methods of observation and interview,evaluates the jobs with 28 factor method,and makes optimization design and dynamic adjustment to compensation systems,following the results of payment investigation.With optimization of compensation systems,the original post hierarchies are re-divided,the engineering and technical staff's value in the company stands out.After all,in order successfully to implement the optimization plan of compensation management,this article comes up with corresponding measures of implementation guarantee:organizational guarantee,cultural guarantee,institutional guarantee. |
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