Research On The Optimization Of Salary System In MQ Engineering Company

Nowadays,the competition between enterprises focuses on the competition of talents,and the management of human resources is an important part in the process of enterprise management.Salary system is an important system to reflect the value of employees and enterprises in human resource management.Establishing and improving a reasonable salary system is of great significance to the construction of talent team and the strategic development of enterprises.As an important pillar of the national economy,state-owned enterprises undertake the task of maintaining and increasing the value of state-owned assets,and need to constantly pursue enterprise benefits.State-owned enterprises also undertake a series of responsibilities such as national infrastructure construction and stable employment.The good operation of state-owned enterprises is of great significance to the development of national economy and the long-term stability of society.The optimization design of the salary system of state-owned enterprises can improve the salary level of employees in state-owned enterprises,enhance the human resource management level of enterprises,and then act on the overall operation level of the company,promote the preservation and appreciation of state-owned assets,and maintain social stability.This paper selects MQ Engineering Company as the research object.MQ Engineering Company is a mature state-owned engineering construction company with a certain human resource management foundation.In the process of writing this paper,the author systematically expounds the research background,significance,object,method,etc.,comprehensively uses the literature research method,,questionnaire survey method and interview method,widely reads the relevant literature related to the salary system,thoroughly reads the relevant theory of the salary system,and collects a large number of relevant information of MQ Engineering Company,and carries on the field interview.The questionnaire survey shows that there are four problems in the company’s current salary system,namely,the strong administrative color of salary grade,the lack of effectiveness and pertinence of performance appraisal system,the lack of consideration of enterprise strategy in salary system design,and the lack of non monetary salary design.Based on Maslow’s demand hierarchy theory,expectation theory,fairness theory,two factor theory,human capital theory and profit sharing theory,this paper analyzes the current situation of MQ Engineering Company’s salary system and the actual development of the company,and puts forward some suggestions for the company’s salary system under the premise of following the principles of fairness,incentive,competition,strategy,economy and legitimacy The existing problems,targeted design desalination salary grade administrative color,strengthen the pertinence and effectiveness of the performance appraisal system,matching the enterprise strategy salary system optimization and non monetary salary design four kinds of optimization measures,and the implementation steps of the salary system optimization design scheme are decomposed,which are the publicity of the salary system optimization scheme,the optimization of the salary system.The trial implementation of the scheme,the establishment of risk identification and treatment mechanism,and the final implementation of the optimization scheme of salary system will be escorted by financial guarantee,information guarantee and cultural guarantee.Through the research on the optimization of MQ Engineering Company’s salary system,this paper draws the following conclusions: when designing the salary system,we need to consider the needs of employees at different levels and optimize the design pertinently;non monetary salary has an incentive effect on employees;employees’ expectations can be linked with performance appraisal,so we should pay attention to the influence of performance appraisal in the design process of salary system.In the process of salary system design,we should strive for process fairness,system fairness and result fairness;in essence,the design of salary system is a process of joint design of human resources and enterprise benefits,so we should pay attention to balance the relationship between the two and maintain the salary system on the scientificity and rationality of the Department.