Research On Optimization Of Salary System Of GS Civil Aviation Airport Group

With the return of GS Civil Aviation Airport Group Co.,Ltd.,the importance and support of the Gansu Provincial Party Committee and provincial government to the development of civil aviation industry has been increasing,the New Aviation Development Guidance Funds Policy,infrastructure supporting policy,tax preferential policy and other policies superimposed advantages are also increasingly evident.In order to realize the transformation of the aviation industry from extensive growth to intensive growth,the State-owned Assets Supervision and Administration Commission issued the Implementation Opinions on speeding up the transformation of the regulatory function of state owned assets by focusing on capital management,the non-aviation industry has changed from a quantitative model to a speed-and-benefit model,further implementing the spirit of the 19 th Party Congress to comprehensively deepen the reform of state-owned enterprises and promote the high-quality development of state-owned enterprises,turning the group company into a modern enterprise group with the characteristics of "safety and efficiency,wisdom and service,development and innovation,rule of law and incorruptibility,and demonstration of Party construction",this is the expansion of airport group operations,the completion of the main aviation transport indicators,NON-AVIATION INDUSTRY DEVELOPMENT PUT forward higher requirements.The staff compensation reform of state-owned enterprises is an important part of the reform of state-owned enterprises.This paper takes the state-owned GS Civil Aviation Airport Group as the research object,using the methods of questionnaire survey,literature research,interview and so on,to investigate the problems existing in the group’s current compensation system,based on the current situation of the group’s human resources and compensation system,through the analysis of the internal and external environment of the group,comb out the group Compensation Strategy and enterprise strategy does not match,the lack of dynamic adjustment mechanism,did not build professional technology sequence compensation system,compensation incentive and restraint mechanism is not complete,etc.,then,the reform ideas and principles are determined,and the specific optimization scheme is put forward from the main aspects of salary strategy,salary structure,salary incentive,etc..It has adjusted the incentive and restraint mechanism of the group’s current salary system,enriched the way of the group’s salary adjustment,and strengthened the correlation between salary and performance.Finally,combined with GS Province Civil Airport Group system,organization,management of the three aspects of specific safeguards to ensure the landing of the program.The purpose of this compensation optimization design is to improve the current compensation system of the group through the application of compensation-related theories,so as to improve the quality,structure and Growth Environment of talents,strengthen the group to the airport and non-aviation industry development to adapt to the attraction of talent,so as to meet the GS airport group development strategy,for the staff to seek more ways of development.At the same time,it provides the feasible proposal and the reference for the future salary management development of our country airport group.