Research On The Optimization Of Middle-level Managers Salary Management In Hebei S Water Supply Company

Human Resource Planning is an important component and core content of enterprise strategic planning,and compensation management is a key content of human resource management,which has become an important link for enterprises to attract and motivate talents,become the effective capital of enterprise talent competition and strength competition.The Scientific and standardized salary management plan aims at motivating staff and workers,giving full play to the role of talents,and promoting the healthy and healthy development of enterprises;there is no salary management plan that has gone through scientific research,it not only makes the effect of the incentive and restraint mechanism of salary discount,breaks the fair distribution system of talents,but also causes certain hidden dangers to the future development of enterprises,leading to the mismatch between the human cost and the recovery benefit of enterprises,affect the development of the enterprise market.In today's increasingly fierce competition,it is scientific and rigorous to establish a set of salary system suitable for the development of its own enterprises.In the new era of economic development with high quality,high requirements and high standards,it is of great significance to enhance the core competitiveness and overall development leading ability,to strengthen the cohesion and battle effectiveness,and to raise the level of talent competition.Urban water supply is an important part of urban infrastructure construction and ecological civilization construction.It is the lifeblood of urban economic development and ecological construction.It is well known that for a long time,water supply enterprises,especially large state-owned enterprises,have been constrained and affected by such factors as their institutions,mechanisms and development environment.In the process of development,it is difficult to support and meet the urban water demand under the new era.Urban water supply is the important content of infrastructure construction,ecological civilization construction and the lifeline of urban economic development.For a long time,.Water supply enterprises,especially large-scale state-owned enterprises,are restricted and influenced by their system,mechanism and development environment,which make it difficult to meet the needs of urban residents in the new era.The middle-level managers are the backbone and backbone of the enterprise.This paper focuses on the salary management of middle-level managers in s water supply company,focusing on the middle-level managers of enterprises,this paper makes an in-depth investigation and analysis of the compensation management problems existing in the development of large state-owned enterprises in the new era in the course of 80 years' history,and by fully using the Equity theory and incentive theory for reference,for the middle-level managers of Hebei S Water Supply Company,we plan to formulate an operational and implementable optimization plan for salary management,improve the salary management system and mechanism,meet the needs of the transformation of state-owned enterprises,and promote the scientific and steady development of the company,urge the company to go on the sound track of development.