Research On Improvement Of ZS Group Salary System

In modern human resources management,it is a very important task to establish a reasonable and competitive salary system and a scientific salary system to give full play to the incentive role of salary.The company's salary system affects employees' perception of fairness and affects employee's salary satisfaction,and employee's salary satisfaction will affect employees' job performance.Only by establishing a scientific and fair salary distribution system can employees really feel the role of incentives,attract external talents to join,and promote the development of enterprises.This article takes ZS Group as the research object,starting from the phenomenon of staff turnover and employees' low satisfaction with pay,focusing on researching the existing problems of the company in the current pay system and analyzing the reasons to propose an overall plan for improvement.ZS Group was established in 1988.After the enterprise shareholding system reform in the late 1990 s,ZS Group gradually faced the problem of insufficient attraction of external personnel and lack of enthusiasm for internal employees.Although it has experienced several salary adjustments,the overall salary system has not Essential changes have taken place,and the original salary structure has been used,so that the salary system cannot play a guarantee and incentive role well.The article analyzes the current status of the ZS Group's current salary system in detail,finds the problems in the group's salary system based on actual survey results,designs an overall plan for the improvement of the salary system for issues such as insufficient incentives and inadequate salary systems,and puts forward a mid-term salary assessment Partial remuneration calculation method,and the design concept of comprehensive remuneration,supplement the relatively missing part of the remuneration system,and finally put forward corresponding guarantee measures for the adjusted remuneration model.