Study On The Optimization Of The Compensation System Of The State-Owned Energy Enterprise T Company In Jiangxi Province

The salary system is an important part of the overall human resource management system of the enterprise,a good design of compensation system is directly related to the strategic planning of the organization,Can effectively promote the healthy development of enterprises.Develop a scientific and reasonable compensation system to help companies retain talents and attract talents.The long-term development plan of an enterprise is inseparable from the support of a good salary system.Company T belongs to Jiangxi Province state-owned enterprises.Since the establishment of the company for more than ten years,it can be described as developing rapidly.It has grown into a company with a steady increase in revenue year by year and the scope of service has gradually extended to counties and cities.The loss of employees in some core key positions is more serious,and the development of enterprises has been hindered to some extent.This article uses T Company as the research object to conduct an in-depth analysis of the salary management system of Company T.This article first clarifies the research background and significance of the thesis,and then organizes and summarizes the results of the theory of compensation management at home and abroad.This article uses the questionnaire survey method,interview method,factors analysis method and other methods.By consulting the literature,it summarizes the views of the theory and some modern scholars at home and abroad,and provides theoretical and case support for the optimized design of the salary system of the company.This article analyzes the organizational structure and the distribution of human resources of the company,and at the same time analyzes the current salary structure and salary level of the company.Combined with the current situation of Company T,the corresponding questionnaires were formulated to understand the satisfaction of employees on the current salary system.Use factors analysis method to establish job value.According to the above survey results,the company’s salary system optimization plan and guarantee measures are formulated in the future.This thesis argues that the remuneration system of enterprises should match the current development status of enterprises and be combined with the development strategy of enterprises.A reasonable salary system can promote the development of enterprises,while an unreasonable salary system will restrict the benign development of enterprises.Of course,the salary system of the enterprise should be continuously adjusted according to the actual situation of development,and it should be coordinated with the development strategy of the enterprise.In the actual management process,the update of the remuneration system of many companies is often slower than that of other systems,and the update of the remuneration system involves many interest factors.The adjustment of the salary system is a complex and long-term work,which needs to follow the trend according to the actual situation and economic trend of the enterprise,and continuous thinking and research are required in the actual management process.