Research On Salary System Optimization Of S Company Of China Railway Group

The construction industry,consisting of construction enterprises,is an integral part of economic development,closely related to the development of the industry.After the reform and opening up,China’s state-owned construction enterprises have experienced more than 30 years of reform,and have maintained a good growth rate.In recent years,the market is constantly changing,and the rapid development of private and mixed ownership enterprises has intensified the market competition.Faced with these problems,China’s state-owned construction enterprises began to pay attention to the efficiency of human resources,and gradually form a more universal salary system in the industry,which has been recognized and implemented among enterprises.However,there are still problems,such as the decline of employee satisfaction and low work enthusiasm,which lead to the impact of employee work efficiency.How to build a salary system has become an urgent need to improve the performance compensation system of enterprises.This paper is based on the existing salary system of employees in China Railway S Company,a state-owned construction enterprise.It summarizes the problems in the existing salary system,such as unreasonable salary structure,low-level salary growth mechanism,poor inverse growth of payment for new and old staff,equalitarianism of floating salary,single welfare program,etc.,and puts forward the design of post grade standard according to total salary control and post evaluation,the establishment of a deep market-oriented and modern distribution system and the adaptation of the income level of employees to the economic benefits of the enterprise and to the labor efficiency.The paper finds that we should take the post value,personal ability and work performance as the distribution principles to effectively link the employees’ labor remuneration with the enterprise’s business achievements and personal contributions,to maximize the motivation and development potential of the majority of cadres and staff.