Research On The Implementation Of Salary System Design Project Of H Group

During the "13th five year plan" period,state-owned enterprises generally follow the rules of market competition independently,and the state generally rarely takes administrative regulation to intervene.However,in terms of their own management and planning development,especially the salary level of employees is not fully linked to the performance of the company,which has always been the core problem hindering the development quality and efficiency of state-owned enterprises.As some rules and regulations of state-owned enterprises are still implemented with reference to organs and institutions,employees’ awareness of competition is weak,and posts are determined by people,the salary of personnel at all levels tends to the same level.In terms of post salary setting,salary adjustment,performance incentive and other mechanisms,it is still necessary to conduct continuous research and improvement in combination with the company’s long-term strategic planning and short-term business objectives,so as to stimulate employees’ work enthusiasm and further improve the effectiveness of internal management.Under the background of the reform of the three systems,facing the more complex international and domestic industry situation,we must adhere to the guidance of market and efficiency,optimize the internal income distribution mechanism of the enterprise,increase the incentive to the personnel in core positions,improve the competitiveness of human resources of the enterprise,and help the external operation and development of the enterprise。This paper takes the provincial investment state-owned enterprises in the field of environmental protection as the research object,in order to solve the problems existing in H group in human resource management,especially in salary management,such as eating from a big pot,not doing more,being able to do better than talking,and so on.At the same time,it can open up the career development channel for employees of all ages who can not enter the management position,as well as the middle-level and middle-level employees who undertake the responsibility of market expansion through salary incentive On the basis of mastering the theories of salary system design and project management,the work performance of employees and expatriate executives not only adopts the traditional research literature,but also summarizes the problems and improvement directions existing in the implementation of salary design in domestic enterprises recently,as well as learning and communicating with industry benchmark enterprises,and finally carries out research with the help of relevant project management methods。Firstly,combined with the characteristics and policy requirements of the project,the mining needs are analyzed from the aspects of salary management objectives,design and implementation requirements,and the specific contents of the project needs are obtained;Secondly,through an efficient work leading group,quickly carry out the preliminary work of the project,including formulating the project plan,collecting and preparing data,project kick-off meeting,conducting research,result diagnosis,etc.,and refine the project requirements into specific executable contents;Finally,in promoting the implementation of the project,we carried out benchmarking enterprise research,external salary survey,internal data benchmarking,clarified the design ideas,designed the salary system of the middle-level,employees and expatriates of the group headquarters according to the scheme,and used the performance appraisal results to strengthen the positive and negative incentive effect of salary。After the implementation of the project results for half a year,the results are optimized,adjusted and improved by modifying relevant systems and methods with the satisfaction of personnel with salary management as the evaluation standard。...