Research On Salary Optimization Of S Group Under The Background Of State-Owned Enterprise Reform

In recent years,as an important pillar of China's energy industry,coal industry has been seriously affected by the domestic and international markets,with many difficulties.Therefore,the state-owned coal enterprises how to break out of the siege,out of the dilemma,we must strengthen their own management level,optimize the salary system,and enhance the core competitiveness of enterprises by improving the enthusiasm of employees.However,the state-owned coal enterprises have gathered a large number of employed people for many years,with redundant management personnel,and failed to play its due role.A large number of technical personnel are lost and easily attracted by the salary treatment of private enterprises.The common employees' idea of staying up for a long time and muddling around is widespread,and the labor productivity is low,which seriously affects the production efficiency of coal enterprises.As a large state-owned coal enterprise in Shanxi Province,s group also encountered the same problem.The reason is that the compensation management system does not really play its role of incentive.This paper takes the optimization of salary system as the theme,analyzes the current situation of salary management of s group,a state-owned coal enterprise,under the guidance of the relevant opinions of the provincial Party committee and the provincial government on the reform of state-owned enterprises,and takes x mine as an example,finds out its specific deficiencies and problems in salary management through investigation and interview;based on the front-line theory of post salary,the qualitative and quantitative methods are adopted,Optimize the salary system systematically and scientifically.Specifically,through the analysis,it is found that the existing compensation system is lack of fairness,competitiveness and incentive,and the performance appraisal effect is not significant.Therefore,according to the characteristics of X mine and its strategic objectives,this paper proposes to optimize the existing compensation system.First of all,we should sort out the existing salary system,and divide the salary optimization into two parts: the main composition optimization and the auxiliary salary optimization.In the aspect of salary optimization,the expected salary is determined by salary survey,and the salary grade is determined by post analysis and post evaluation,which is the basis of salary optimization.Then the proportion of post wage and performance wage is divided again,especially the calculation and assessment of performance wage have a more detailed system.In addition,it also optimizes the safety wage,allowance,welfare and so on.At last,this paper puts forward the attention and participation of managers,scientific and standardized assessment system,and internal supervision mechanism of enterprises,which are the guarantee measures for optimizing the implementation of salary system.After the implementation of the optimized salary system in X mine,remarkable results have been achieved,which promotes the strengthening of incentives and the promotion of construction,and plays a certain reference and guidance role for the salary management of s group and even other state-owned coal enterprises in Shanxi Province.