| Hainan GD Media Group,as a provincial large-scale state-owned cultural enterprise group,boasts high-quality platform resources,rich experience in program production and an outstanding event execution team.Its business has become increasingly diversified,and gratifying operation as well as social benefits have been achieved since its establishment in July 2016.Due to the relatively short time the Group was established,its internal management is still in a running-in phase,especially in terms of salary management.From the perspective of human resource structure,the employees of the Group tend to be younger,among which middle-level managers,employees with high academic qualifications and professional titles account for a small proportion.It has been observed that the working enthusiasm of the employees in the Group has obviously declined compared with that at the beginning of the establishment of the Group,and a small number of excellent employees have resigned in succession.Coinciding with this era of a galaxy of talents,competition among enterprises has actually evolved into competition among talents.Salary management plays an important role in attracting and retaining talents,and its quality has a close bearing on the development of enterprises.The “Overall Plan for the Construction of Hainan Free Trade Port” issued in June 2020 proposes to vigorously develop tourism and promote the deep integration of tourism,culture and sports.This is an unmissable opportunity for the development of Hainan GD Media Group.How to promote the development of Hainan GD Media Group in the construction of Hainan Free Trade Port by virtue of talent is a question worthy of consideration and of practical significance.In this thesis,the salary management of managers(excluding senior executives)in the headquarters of Hainan GD Media Group was taken as the research object,and its current situation was described via internal data.Its implementation effect was investigated by a questionnaire,and the existing problems were found and the causes of the problems were analyzed.Based on Maslow’s Hierarchy of Needs Theory,Two-Factor Theory and Equity Theory,in this thesis,the improvement countermeasures for the salary management of managers(excluding senior executives)in the headquarters of the Group were elaborated on four aspects: post salary design improvement,performance appraisal system improvement,welfare project supplement and salary structure improvement.Finally,safeguard measures for improving countermeasures were proposed from the perspective of shaping corporate culture,carrying out work publicity,optimizing organizational structure,and improving management mechanisms.With improved salary management,the incentive effect of salary can be maximized,the satisfaction of managers(excluding senior executives)in the headquarters of the Group with salary management can be improved,and internal talents can be retained while external talents are attracted.Human resources guarantee can be furnished for the diversified development of Hainan GD Media Group,and reference can be provided for the salary management of other provincial state-owned cultural enterprises. |
