Research On The Optimization And Implementation Countermeasures Of M Company's Salary System

Since the reform and opening up,China’s economy has entered a stage of rapid growth which is attributed to the development of Chinese enterprises,enterprise development and management.Most of China’s enterprise management has undergone a process of evolution from the process of transformation,the process of scientific standardization and the process of leadership in management.However,for most private enterprises especially small and micro private enterprises in China,the concept of management to promote efficiency has been relatively vague or even neglected because of the limitations of resources,ideas and other conditions.Salary is the main source of enterprise employees’ survival but also one of the most concerned problems of employees.The rationality of salary system design has a direct impact on the success rate of employee recruitment,the enthusiasm of employees,the attitude of employees,the creativity of employees’work and affect the turnover rate of employees.In Abraham Maslow’s theory of hierarchy of needs,that states,"any demand can not be separated from the influence of salary".As the main content of research is concerned,this research focus on how to establish a salary system that can meet the needs of enterprises and the wishes of employees which is an urgent problem for enterprises to improve their core competitiveness and management level.M company was founded in December 2013,is an innovative enterprise which integrates intelligent steel bar deep processing equipment sales and steel bar deep processing distribution.M company is one of the small and micro private enterprises in China.Like many small and micro private enterprises,there are many management problems.This paper takes M company’s salary system as the research background,studies the related research literature of the salary system management of similar enterprises,combines Adams’equity theory,Maslow’s demand theory and other related theories,through individual interviews,questionnaires,and statistical analysis combined with statistical analysis to form specific problems.Specific analysis,do theoretical research and specific practice,find out the problems existing in M company’s salary system.In view of the problems existing in the salary system of M company,according to the relevant process of salary system design and the relevant theoretical basis,first of all,M company carries out job evaluation,organizational structure design,job description preparation,optimization of salary system,determination of salary standards at all levels of M company,and design a test that meets the needs of M company itself.The core system uses performance appraisal as a supplementary means of salary management and control,and ensures the implementation and implementation of the salary system through system construction and organizational construction in a two-pronged way.In addition,M company set up optimization group to strengthen the promotion,establish communication mechanism to expand publicity,improve the assessment mechanism to strengthen incentives,increase human resources security,optimize the payment process and timely cash to strengthen the operation of the optimized salary system.Through these measures and methods to optimize M company’s salary system,to provide a strong guarantee for the healthy and orderly development of M company.