Research On The Salary System Of Middle Managers In F Company

Markets in the modern-society are fulled with competes,so enterprises are increasingly in demand for core high-quality talents.Excellent employees can bring efficient value output to enterprises and increase the advantages of market competition.How to attract new talents and retain core employees has become an important issue in modern enterprise human resource management.Middle managers are located in the middle layer of the organizational structure of the company,which is an important part of the human resources module in the organization.The direct and main remuneration they get from labor is the economic salary return,so the salary situation is bound to become the main influencing factor of the job satisfaction of middle managers.As a state-owned holding subsidiary,F Company’s main business is real estate engineering construction.At present,it is in the stage of steady growth.However,there is a high turnover rate of middle managers in the company,and the supply of human resources is difficult to keep up with the demand speed,which affects the development of the company to a certain extent.Accordingly,this paper studies the compensation system of middle managers in F company,and achieves the purpose of reducing staff turnover and attracting talents by optimizing the compensation scheme.On the basis of collecting and consulting relevant literature on compensation management,this paper studies the compensation system of middle management personnel in F company according to modern compensation theory and incentive theory.First of all,based on the current strategic development needs of F company and the understanding of the basic situation of middle managers,this paper decides to adopt questionnaire survey and interview.Secondly,through the questionnaire survey,it is known that middle managers are not satisfied with the current situation of the salary system.The conclusion of the questionnaire analysis also helps to raise more targeted interview questions.It is found that the salary system of middle managers has the following problems: single salary structure,low performance salary,random salary design,insufficient incentive means,etc.Therefore,the causes of the problems are analyzed in depth: the compensation plan does not follow up with the needs of enterprises,the implementation of performance appraisal with reduced scores,the high proportion of floating wages and the implementation of hidden wages,etc.According to this,this paper follows the scientific and fair principles,such as by external industry area coefficient calculation and evaluate the internal post sorting,work out the improvement of middle management personnel salary system optimization scheme,including contains the foundation of the structure such as the post wage and benefit compensation plate,plate performance salary and bonus,and includes companies such as annual leave and medical benefits of the three parts.Finally,in order to smoothly promote the development of the program and the effect of implementation,this paper puts forward suggestions from three aspects of organization,system and culture,and analyzes the research shortcomings and future prospects of this paper.This paper takes a reasonable salary plan for middle managers,aiming at the improving to employee’s job satisfaction from the perspective of salary design,so as to further achieve the goal of reducing the turnover rate of middle managers.The optimized design of the compensation plan can better realize the short-term and long-term incentives for middle management personnel,ensuring that their enthusiasm and initiative can be given full play.So that company F can effectively retain excellent middle management personnel,and create vitality and competitive advantages in personnel management for the development of the company.