Research On The Optimization Of G Company's Salary Management System

A person of ability is the strategic resource to realize national develop vigorously and gain the initiative of international competition.In today's enterprise competition,to win the advantage of sustainable competition,enterprises must take human resource development and management as the strategic development base.Compensation plays a very important role in the development and management of human resources,and how to realize the rational allocation of human resources through compensation has always been the focus of domestic management research.Only through effective salary management,state-owned enterprises give full play to the role and function of compensation,strengthen the incentive role of enterprise compensation,improve the cohesion and centripetal force of employees,and then attract talents and retain talents.The salary management system is actually the normative explanation of the salary management,that is,the standard of the enterprise's payment standard,the level of payment,the process of determining,distributing and adjusting the structure of the elements of the enterprise's employees.Compensation management system is an important part of modern enterprise management system.The establishment of a relatively complete and effective compensation management system has become a key issue for highway enterprises to maintain their competitive advantage in the industry,and plays an important role in the sustainable development of the industry.With the importance of salary management in enterprise management highlighted,G as a large state-owned sole proprietorship,because of the number of subordinate management companies,coupled with more grass-roots stations,the existing compensation management system has not adapted to the needs of enterprise development.The salary distribution form is relatively single,and the post salary gap is small.The salary level of the general staff is not competitive with the external market,and there is a lack of incentive to the staff,which leads to the lack of the direction of the promotion of the value andperformance of the staff,the urgent need for the staff to raise the salary level,the need for the department to give incentives to the outstanding performance of the staff to open the income gap with the ordinary staff,the company also through the original salary system to supplement and repair,but failed to solve the fundamental problem.In order to fundamentally solve the essential problems in the company's human resources management,win the competitive advantage in the fierce market competition,and make the enterprise have the endogenous motive force of sustainable development,we should establish a compensation management system with the enterprise's strategic goal as the direction,accord with the reality,clear orientation and rich incentive.The content of this research is to take G company of large state-owned high-speed enterprise as the research object,the main problem of the research is the optimization of the salary management system of the enterprise.Based on the concept of overall salary management,using incentive theory,broadband salary theory,post value evaluation and other compensation management theory,combined with the organizational form of high-speed industry,so as to optimize the design of a more effective and scientific compensation management system.