Research On The Problems And Countermeasures Of The Salary Management System Of Production Personnel In H Company

The booming socialist market economy is constantly promoting the improvement of China’s industrial production technology,which is a huge challenge to my country’s industrial structure.variables,there is a correlation between the two.With the increasing pressure of enterprises in the market competition,the competition for talents is the most prominent.In order to show the advantages of human resources,a scientific and reasonable salary management system must be established,otherwise the development of the enterprise cannot be well promoted.All in all,it is very necessary for human resource management to make a detailed planning list for the development strategy of the enterprise.According to the current lack of wage management ability of Chinese enterprises,and the need and urgency of the construction of internal talents and wage management systems,the human capital theory,Adams’ labor equity theory,Maslow’s hierarchy of needs,health care-incentive factors are mainly used.Theory,etc.,select H company’s production personnel as research samples,and use literature research method,questionnaire survey method,statistical analysis method,etc.to investigate the current situation and problems of H company’s production personnel compensation management.The study found that the current research on the compensation management mechanism of production personnel in general equipment manufacturing enterprises in my country lacks a certain breadth and depth,and there are certain drawbacks and deficiencies,ignoring the differences in the demand for compensation mechanisms for production personnel in different positions and industries.The current situation of salary of production personnel of H company is investigated through the form of questionnaire.The main problems are as follows: 1.Unreasonable salary structure;2.Salary lack of incentives;3.Unsound salary system;assessment;5.There is no perfect salary management system;6.The welfare design lacks flexibility.According to the above situation,put forward the countermeasures and suggestions for the compensation management of H company’s production personnel: 1.Establish a perfect compensation composition mechanism;2.Implement a diversified incentive system;3.Integrate and improve the existing compensation management system;4.Implement a unified quality 5.Form a salary management system in line with the pace of enterprise development;6.Implement a flexible welfare system.The significance of this study is: to enrich the current research on the compensation of production personnel in small and medium-sized enterprises,and to conduct research focusing on the compensation mechanism for the group of production personnel of H company,so as to provide reference for enriching the relevant research on the compensation mechanism of production personnel;to improve the production personnel of H company.The weak links in the production personnel compensation mechanism will further improve the overall quality and working ability of H Company’s production personnel,fully stimulate the inherent vitality of H Company’s production personnel,and improve the work level and work efficiency of H Company’s production personnel.