Research On Optimization Of Employee Salary System In Hanbo Textile Company

The salary system is an important part of the human resources of modern enterprises,which plays an important role in stimulating the enthusiasm of employees,enhancing the cohesion and vitality of enterprises,and promoting the development and production of enterprises.The perfect salary system can not only effectively stimulate the enthusiasm and initiative of the staff,urge the staff to strive wholeheartedly for the business objectives of the enterprise,improve the efficiency of the enterprise,but also attract and retain the competitive staff under the knowledge economy with the increasingly fierce competition of human resources.In the modern market economy with fierce competition for talents,the difficult problems of how to make more effective use of talent resources,retain talents and motivate talents have caused countless demands One of the common arguments in these discussions is to put the issue of employment and retention in the pay system.Textile enterprises,belong to labor-intensive industries,at the same time there is a certain demand for senior management personnel,human resources costs have always been an important part of the cost of enterprises,the impact on enterprises is also greater.The brain drain and other problems are caused by the mismatch between the enterprise salary strategy and the enterprise development strategy,and the imperfect salary system.By setting up a reasonable salary system,it is of great significance for cotton textile enterprises to recruit,employ,motivate and retain talents.Taking Hanbu Textile Company of Shihezi City,Xinjiang as an example,from the aspects of salary structure,internal fairness of salary,external competitiveness of salary,performance appraisal,incentive effect of salary,salary system and so on,some problems in salary system are found: first,low salary level,second,unreasonable salary structure,third,the effect of salary incentive is not obvious,fourth,salary management system is not perfect.Based on the knowledge of compensation theory and the basic principles of enterprise compensation system design,from the salary post level,salary structure,performance appraisal,system Degree construction and other aspects began to redesign and improve.In order to ensure the smooth implementation of the new compensation system,a series of implementation safeguards are also put forward.Through the Research on the optimization of the pay system of the division,perfect the salary system of the enterprise,do a good job of the salary management of the staff,make the enterprise more competitive to the outside world,continuously improve the employee's salary satisfaction and the identity of the enterprise,and fully achieve the goal of the optimization of the salary system.