Compensation Optimization Research On Henan Jun Sheng Refractory Materials Company

China is a refractory material exporter,having abundant mineral resources to promote development of refractory industry faster and faster.The refractory material industry higher requirements for the practitioners of the professional and technical,the availability of high-quality professionals and a large number of compound talents,is a measure of refractory enterprises can enter the high-end industry as the standard.R & D,technical personnel and a solid professional theoretical knowledge,rich experience in production and application of the practice of refractory materials can achieve long-term sustainable development.With the rapid development of refractory materials from domestic and international competition,many small and medium-sized enterprises in improving external competitiveness at the same time,often neglect on the salary system of company internal management improvement,ignoring the important effect of the salary system in the development process of the company.Salary management scheme is not scientific,salary distribution is not fair,work enthusiasm will discourage employees,reduce employee loyalty to the company,leading to the overall quality of employees of the company to keep up with the rapid pace of development.The salary system runs through the whole process of the development of the company,pay the reasonable design scheme can not only for the company to absorb high-quality human resources,stimulate the enthusiasm of the staff,improve the efficiency of the staff,but also can reduce the overall operating costs of the company,enhance the company's profitability,to speed up the development of the company.Because of the special refractory material industry,this paper selects Henan province Jun Sheng refractory material Co.Ltd.as the main object of study and analysis.The company is operating in good condition,but the existing salary management system has certain limitations,which restricts the development of the company in some extent.This topic through the investigation of the Company L Jun,and organize the relevant data collected,to understand the current situation of Jackson company salary management,salary plan of company needs improvement,based on strategic guidance,fairness,incentive,innovation principles,to establish a scientific the effective salary system as a guide,for different problems and puts forward the corresponding improvement suggestions,and equipped with the corresponding security measures,to ensure the smooth implementation of compensation optimization scheme.At last,a summary is made on the research of this topic.Through the optimization of the lifting scheme of salary system of Henan Jun Refractories Co.,related improvement scheme is proposed in this paper,has a certain reference to other companies in the same industry.But the specific implementation scheme of compensation system is not immutable and frozen,it develops with the development of the industry and the salary system for scientific development should be with the outside of the continuous optimization and innovation,so as to give full play to the compensation plan,to improve the overall competitiveness of the company.