Research On Salary Management Of Grass-Roots Managers In J Company Of State-Owned Construction Enterprise

After the COVID-19 pandemic,the construction industry has taken up the responsibility of economic pressure and the employment pressure of the labor force,and then ushered in the benefit period of replenishment effect.The research object of this paper is J company,a municipal state-owned construction enterprise in Wuhan.The major business of the company is municipal engineering,housing construction engineering,and bridge and tunnel engineering.J company has a good reputation in the industry.The human resource department of the company is focused on how to do a good job in the salary management of grass-roots managers,establishing a reasonable salary system to attract,motivate and retain talents,and maximizing the enthusiasm of employees.These are also the direction that the company has been continuously exploring.J company has a small scale and single business format in the early stage.In recent years,its business has expanded rapidly,but the optimization of the salary system has failed to keep up with the pace of enterprise development.In the meantime,the employees often express their dissatisfaction with the salary,and it is also difficult to attract excellent talents in the labor force.The problems of the loss of the important talents of grassroots management,the lack of subjective initiative of grassroots managers,and low work efficiency are gradually emerging.This dissertation focus on the root cause of dissatisfaction with the salary in the grassroots management.By researching the salary management’s definition,theory,methods and manage tools,etc.The author developed a employee salary satisfaction questionnaire with salary level,welfare,salary policy,non economy and salary promotion,and distributed it online within J company to collect relevant data.At the same time,the author conducted interviews and surveys with the grassroots managers of J company.The author analyzed the survey data,sorted out the interview results,and found the common problems,personality problems and influencing factors in the salary system of grass-roots managers of J company.Finally,through designing the overall salary optimization scheme suitable for all grass-roots managers and the personalized salary optimization scheme formulated according to the characteristics of different positions,this paper attempts to optimize the salary system of grassroots managers,so as to improve salary satisfaction,reduce the turnover rate and improve their work enthusiasm..