Study On The Optimization Of The Salary System Of Middle Managers In Qira County Rural Credit Union

In recent years,the economy has developed rapidly and the financial market has been opened to the outside world.Facing the increasingly severe industrial situation and the fierce talent competition,in order to enhance its own strength,the rural credit union needs to take the management and utilization of human resources as an important work.Middle managers connect the top and the grassroots and play a key role in connecting the top and bottom.They are the backbone of the enterprise.And the ideal salary system is a major method to retain talents.At present,the letter association in most rural areas only focuses on the key factors such as the administrative power and working years of employees when arranging salary and remuneration.On the surface,it realizes the income equality and can meet the basic needs of employees to a certain extent,but in essence,it violates the principle of justice.Under this background,this article to zeller XianLianShe middle management as the main research object,using the compensation management theory and method of zeller XianLianShe middle managers in compensation management problems,an in-depth analysis,trying to be able to current zeller XianLianShe middle management compensation management problems provide some opinions.The theoretical basis of salary management in this study includes:expectation theory,equity theory and incentive theory.Through analysis,it is found that the key factors of the poor incentive effect of current salary management of middle management personnel in zoller county cooperatives are the low correlation of work performance,the problem of salary design,salary form and salary structure itself.Therefore,we conclude that choosing the appropriate salary management mode,taking performance theory as the guidance basis and performance assessment as the constraint and guidance,can achieve the balance of income and performance,the balance of enterprise and employee benefits,and then make the position setting,employee talent and incentive system promote each other.The research purpose of this paper is to extract the unique content of salary incentive from the complicated personnel management work in the cooperatives of qieler county,and to rationalize it to form a more scientific and systematic system,so as to strengthen the incentive function of salary on employees and make them fully integrated into the corporate culture.In addition,the results of this paper can also be used as reference for salary design in related industries.