Research On The Problems And Countermeasures Of Salary Management Of Middle-level And Grass-roots Managers In Jiujiang Company

With the continuous development of knowledge economy with human capital as its carrier,human capital has become an important index for private enterprises to achieve their development goals.In order to ensure the long-term development of private enterprises and to be in an advantageous position in the market competition,the management of human resources has become the focus of the development of private enterprises,and the compensation management is the focus of human resources management,therefore,the continuous improvement of private enterprise compensation management is the most important human resource management.All private enterprises know that salary management is the key factor of enterprise development,but in the actual operation process,many private enterprises exist the phenomenon of unscientific and non-standard salary management,salary management is still in the primary stage.This thesis is mainly based on the research background of Jiujiang Company’s current situation and future development direction,using for reference and referring to the research conclusions of domestic and foreign economists on salary management,based on the current special status of Jiujiang Company in the same industry enterprises in this region,the company has made comprehensive use of the concepts and theoretical knowledge it has learned in salary management,this thesis makes an in-depth understanding and analysis of the current compensation management system for middle-level managers in Jiujiang Company,and adopts the form of questionnaire to find out the satisfaction degree of middle-level managers on the compensation management system,use Jiujiang as a case study.Based on the summary and analysis of the results of the questionnaire survey,it is concluded that the problems in the compensation management system of Jiujiang companies include: The unreasonable salary structure,the lack of fairness in salary distribution,and the single salary incentive mode,lack of innovation,out-of-step salary distribution and performance appraisal,unsound welfare system,lack of flexibility,through the study of the history of Jiujiang companies,analysis of the reasons for these questions are various,among them: The lack of professional compensation management team,management model and performance evaluation of the lack of operating environment,and so on,in view of the actual problems of Jiujiang companies to propose optimization measures to improve the compensation management system.The optimization of compensation management in Jiujiang companies will not only play a vital role in the recruitment and retention of talents for the company’s future growth and development,and for the company to form a more perfect middle-level management personnel recruitment,introduction,training mechanism to provide an effective core guarantee.At the same time,it will also enable the same type of private enterprises in the region to learn from the improved compensation management system of Jiujiang companies and continuously improve the compensation management of the same type of private enterprises.