Research On The Optimization Of Salary Management Of Merchants In Z High Tech Development Group

Talent is the first resource for Economic and social development and the most dynamic factor for development.The development of any industry can not be separated from the support of talent,talents play a basic,strategic and leading role in the development of economy and society.The competition of talents is the competition of human resources.The incentive of salary is the most effective and direct.For an enterprise,whether it can attract,retain and use good talents;for an individual employee,whether it can play its own subjective initiative,realize self-value,meet personal feelings and personal dignity,is determined by a scientific and rational compensation management system.Therefore,at present,the state-owned enterprises in the district need to establish a scientific and rigorous salary management system that is competitive to the outside and fair to the inside,which has gained the competitive advantage of attracting,maintaining and stimulating the core talents,in order to ensure the sustainable development of enterprises.Z Hi-tech Development Group is one such stateowned enterprise,mainly engaged in park development,carrier operation,attracting talent,industrial investment and capital operation,etc.,while the business is growing and the attracting projects are growing,the compensation management of the recruiting personnel has become a major bottleneck which restricts the project attracting and the economy developing.Through the research on the relevant theories of salary management,this article takes the salary management of investment promotion personnel of Z Hi-Tech Development Group as the research object,uses literature methods,questionnaire surveys,and other methods to study the current situation of salary management of investment promotion personnel of the Group,analyzes the problems and related reasons in the salary management of investment promotion personnel of the Group,and optimizes the design of the salary management system of investment promotion personnel of the Group from two aspects: economic salary and non economic salary,Using the position evaluation-factor counting method,combining the position grade classification and position evaluation points of investment attracting personnel with market salary survey data,strengthening the correlation between the income of investment attracting personnel and the core investment attraction indicators of the entire group,enabling employees to more actively complete the investment attraction work of the core indicators.In order to enhance the enthusiasm of the group’s investment promotion personnel,fully utilize their potential in investment promotion work,thereby enhancing the group’s investment promotion competitiveness,and boosting regional economic and industrial development.In this paper,the research on the salary system of the merchants of Zhenjiang high tech group is determined based on the future development trend of the enterprise and the design of development objectives.The main consideration is the support of the salary system to the realization of the enterprise’s business objectives.Through the optimal design of the salary system,the merchants can be better encouraged and the effect of investment promotion can be improved,At the same time,it can also provide reference ideas for the investment promotion work of other domestic parks and the salary system design of investment promotion personnel.