Research On The Optimization Of The Compensation System For The Middle Management Staff Of Company Y

State-owned enterprises are an important pillar of the national economy,an important force in strengthening overall national strength,promoting economic and social development,and ensuring and improving people's livelihood.To reform and develop state-owned enterprises,the most competitive and core resource is human resources.As the executor of the enterprise strategic plan and the maker of the tactical plan,middle management personnel play a key role in the production and operation of the enterprise and the realization of the strategic goals,and become the core resource of the enterprise human resources.How to build a more competitive and scientific compensation system for middle managers,so as to encourage middle managers to create greater benefits and value for enterprises,is an important issue faced by state-owned enterprises.Company Y is a state-owned enterprise with a history of 60 years.In recent years,the scale of the enterprise continues to expand,business benefits steadily improve,the enterprise strategy is increasingly clear.However,due to the lack of fairness and other problems in the current middle management compensation system,the enthusiasm of middle management and their work performance do not resonate with the construction and development of the company.Therefore,how to optimize the current salary system of middle managers,so as to effectively motivate middle managers and make them really become the backbone to promote the development of the company is the problem that Y company must solve.Based on the theory of salary,this paper analyzes the current situation of salary system of middle managers in Y company,finds out the problems and analyzes the reasons through salary information inquiry and face-to-face interview.On this basis,determine the optimization principles such as the fairness and incentive of the company's middle management salary system,strengthen the fairness of the basic salary and the incentive of the performance salary,and establish a more suitable middle management salary system for the current and long-term development of the company from the aspects of the basic salary,the performance salary and the long-term incentive.Finally,the paper puts forward some measures to ensure the implementation of the compensation system,such as improving thecompensation communication system,so as to encourage the middle managers to create better performance and actively improve their ability and quality,so as to provide full guarantee for the improvement of the enterprise's operating efficiency and the realization of the goal of sustainable development.