Research On Salary Management Of Hunan H Company

Haoli Company is a restructuring and restructuring enterprise in Hunan Province.It was originally affiliated to the research institutes of ministries and commissions,mainly engaged in technology research and development,product manufacturing and other businesses.Due to the long-term use of the state-owned enterprise management system,there are many problems in the management of enterprises.In recent years,Haoli has made a comprehensive adjustment to the company's overall system and business assets through the shareholding system reform.However,when the company continues to develop new businesses,it has clearly felt the “heart struggle” and the original salary management system.A variety of different labor relations and some job responsibilities are not clearly defined,so the state-owned enterprises are used in seniority,fixed salary scales,etc.,there are different pay for equal work,the entire salary management concept is not clear and lacks the corresponding assessment mechanism,The structure is extremely unreasonable,and it is impossible to scientifically and accurately measure the contribution of employees,so that employees have no sense of identity and belonging to the company,which can not effectively motivate employees and reduce the management efficiency of the company,thus bringing a series of manpower.Resource management issues.Based on this,this paper conducts a comprehensive investigation,analysis and research on the current salary management system of Haoli Company,starting from the topic selection and research significance,and introducing the relevant theoretical basis of salary management by introducing the current domestic and international research status of salary management.Demonstrate the correlation between salary and salary incentives.According to the design principles of salary design,use questionnaires,consult relevant literature and close communication with employees,etc.,explore the current status of compensation management of Haoli Company,and summarize the existing loopholes.On the basis of this,combined with the theory of salary management,salary structure design and salary level improvement,the modern salary management theory is used to improve the salary management system of the company and combine the basic situation of the employees to carry out the company positions.Re-configuration,form a set of performance-related compensation management system,and carry out relevant arguments,and propose a safeguard policy for the optimized compensation management system.This paper hopes to improve the fair,just and efficient salary management system by combining the salary and work ability and work attitude with the improvement design of the salary incentive policy of the company,and to enhance the employee's recognition of the company.While effectively motivating employees,it gives employees a sense of security,links employee benefits with company interests,and improves corporate management efficiency,thereby enabling enterprises to maximize benefits.Finally,I hope to make a reference and provide some experience for other enterprises similar to the ones from the state-owned restructuring to the mixed ownership and the salary management is not standardized through the salary management research of the company.