Research On The Optimization Of The Salary System Of Employees In Production Posts Of CJ Railway Operation Co.,Ltd

With the development and construction of the Guangdong Hong Kong Macao Greater Bay Area,the Guangdong Provincial Government has approved and will actively promote the development of the Guangdong Hong Kong Macao Greater Bay Area intercity railway project to improve local intercity transportation supply,better serve the development of the Greater Bay Area,and promote the economic and social development of the Greater Bay Area.The intercity railway transportation work involves the division and cooperation of multiple positions,and close cooperation among each position is necessary to ensure the railway transportation work.Ensuring the safety of train operation and reducing train malfunctions is the top priority of railway transportation work.In the era of high-speed railway,how to adopt an effective salary system,mobilize the enthusiasm of production employees,and ensure the safety of intercity railway transportation is a challenge faced by intercity operation companies.By analyzing the relationship between salary incentive mechanism and intercity railway transportation safety,identify the problems in the employee salary system of intercity railway companies,and propose corresponding incentive methods and measures.For intercity railway transportation enterprises,transportation safety is related to the safety of people’s lives and national property.Safety work should always be at the forefront of intercity railway transportation enterprises,and such important enterprise goals must have safety incentives centered around it.Therefore,it is necessary to urgently improve the salary system for employees in production positions in railway enterprises,eliminate the shortcomings of the existing salary system incentive mechanism,and only in this way can we fully mobilize the enthusiasm of employees in production positions,unleash their learning potential in production positions,ensure the safety of intercity railway transportation,and ensure the healthy and sustainable development of intercity railway enterprises.This paper takes the compensation system of frontline employees of CJ Railway Operations Co.,Ltd.as the research object.In response to the actual situation of CJ Railway Operations Co.,Ltd.,we hope to establish a comprehensive salary management system suitable for CJ Railway Operations Co.,Ltd.,enhance the work enthusiasm of production employees,and ensure the safety of railway transportation.I hope that the research results can provide a reference basis for future research on the salary system of employees who have opened relevant new lines.This paper first extensively read and carefully studied a large number of relevant literature on salary systems and incentive mechanisms,analyzing and elaborating on the concept,theoretical basis,influencing factors,measurement tools,etc.of salary management.Secondly,based on this,combined with the actual situation of CJ Railway Operation Co.,Ltd.,starting from four aspects: salary management,welfare benefits,promotion and promotion,and security measures of the salary system,Design a scientifically rigorous employee satisfaction survey questionnaire,and based on on-site research,conduct a survey on employees of different levels and types of work at CJ Railway Operations Co.,Ltd.Finally,collect and organize the survey questionnaire data for systematic analysis.Using statistical analysis,factor analysis,analysis of variance,and other methods to verify whether there is a significant relationship between salary satisfaction and various influencing factors,and using the analysis results of several influencing factors,reasonable suggestions are proposed on how to optimize the salary system of CJ Railway Operations Co.,Ltd.and improve the salary satisfaction of employees of CJ Railway Operations Co.,LtdDiscuss the establishment of a long-term salary system and long-term incentive mechanism;Improve the design method of the salary system,improve the performance evaluation mechanism,and fully leverage the leverage of salary incentives.