Study On Optimization Of Compensation System Of XX Mine Safety Equipment Co.,Ltd

XX Mine Safety equipment Co.,Ltd.was established in 2011,which integrates R & D,production and sales.The main products are coal mine safety products.Since 2014,the national industrial structure has been readjusted.The overall trend of the coal industry is depressed and affected by the policy.The company's products are unsalable,resulting in a sharp decline in the company's operating income,the income of the company's employees has seriously shrunk,the proportion of decline reached 50%,all kinds of personnel continue to lose.In order to maintain the stability of the talent team,the company continues to optimize the management system.This paper is an optimal design scheme for the salary system of XX Mine Safety equipment Co.,Ltd.,the main purpose of which is to optimize the salary system.In order to improve the rationality and competitiveness of the company's compensation system,attract excellent employees,maintain the stability of the workforce,improve employee satisfaction,encourage employees to continuously improve work performance,create value for the development of the company.This paper studies the salary system of XX Mine Safety equipment Co.,Ltd.,and optimizes its design.This paper introduces the situation of the company and expounds the significance and background of the selected topic,carries out the research contents and methods,puts forward the research ideas,consults the literature,summarizes the research status at home and abroad,makes a good theoretical summary,and discusses the importance of the salary system.This paper analyzes the core price content,important value and the process of salary system design.Based on the analysis of the present situation of XX Mine Safety equipment Co.,Ltd.,combined with the actual situation of the company,this paper studies and analyzes the current salary system of the company,expounds the advantages and disadvantages of the current salary system,and analyzes the present situation of the human resources of the company.This paper uses the methods of questionnaire survey and interview survey to understand the views of the employees on the compensation system,and formulates the questionnaire according to the acceptance degree of the current salary system and the items that need to be improved,and carries on the questionnaire survey within the scope of the company.A certain proportion of employees at all levels are selected to participate in the interview survey,and the results are analyzed item by item,and the problems of the company's compensation system are obtained.On the basis of questionnaire survey and interview survey,combined with literature review and the operation of the company's compensation system,following the principle of optimal design of the compensation system,referring to the current human resources management system of the company,Optimize the salary system of the company.According to the principle of putting people first,paying equal attention to material and spiritual compensation,paying attention to fairness,establishing a scientific performance appraisal system,paying attention to the sustainable development of employees,and establishing a linkage mechanism linked to the economic benefits of the company,According to the position,the company personnel are divided into management sequence,technical sequence,sales sequence and operation sequence.According to the characteristics of different sequence employees,the company personnel are divided into management sequence,technical sequence,sales sequence and operation sequence.The suitable employee salary scheme,employee performance evaluation scheme and employee welfare scheme should be formulated according to the different evaluation indexes,and the salary feedback and supervision mechanism should be set up.To formulate a salary system guarantee plan that matches the optimized salary system,including the establishment of a fair assessment system,the introduction of equity incentives,the establishment of training mechanisms,and the standardization of the professional title evaluation system,and so on.Ensure that the optimized salary system can run safely,from the assessment,incentive,training,professional title evaluation and other aspects to provide support for the compensation system.The results of the implementation of the optimized salary system are prospected,and the shortcomings of the article are explained.