Research On The Optimization Of The Salary System Of The Yin Li Group Under The Background Of Reform

In order to ensure the long-term and all-round development of the enterprise,Yinli Group needs a comprehensive analysis of the current salary system in the reform process of the bingtuan,as one of the important state-owned enterprises in the gradual development of the bingtuan,the research object of this paper is Yinli Group.This paper summarizes the advantages and disadvantages and carries out a more feasible salary system according to the supply-side reform and the development of the market economy,so as to ensure the effective management of the human resources of the enterprise and conform to the relevant policies and laws and regulations of the country.In order to enhance the initiative of employees,for the rapid development of enterprises to lay a solid foundation for talent management.This paper analyzes the theory and practice of Yinli Group,and introduces several classical theories such as Maslow's need level theory,two-factor theory and fair theory,and puts forward the necessity of improving the current compensation system of Yinli Group.In addition to meeting the basic physical and psychological needs of employees,the compensation system also needs to formulate an extra incentive system to encourage the employee's work enthusiasm.On the practical level,through questionnaire method and face-to-face interview method,the staff of the enterprise make an active speech to the current compensation system of the enterprise.Under the condition of low working efficiency,lack of effective salary incentive,equalitarianism,unfair and unreasonable and so on,there are many disadvantages,such as low efficiency,lack of effective salary incentive,equalitarianism,unfair and unreasonable,and so on.In view of this situation,this paper puts forward a set of optimization scheme for the remuneration system of Yinli Group under the background of reform,and proposes to attach importance to employees through transparent promotion channels,unobstructed communication channels and attention to employees.Combined with the theory,we should pay attention to the fairness and fairness of the salary system in practice,and put forward the additional reward salary system in addition to the basic salary of the employees,so as to improve the enthusiasm of the employees and speed up the rapid development of the enterprise.