Research On The Optimization Management Of The Salary System In State-owned JT Companies

The quality and level of human resource management has become a crucial asset for modern enterprises to take part in market competition,as the diversification of demand and the ever-increasing intensity of competition have become more pronounced in recent years.The human resource management of modern transportation infrastructure investment and construction enterprises is of paramount importance in market competition,with compensation management being one of the most pressing issues.To ensure the success of such strategies,it is essential to create a scientifically sound,reasonable,and successful compensation management system.In order to achieve the human resources strategy of modern enterprises,it is particularly important to establish a scientific,reasonable,and effectively implemented compensation management mechanism.Hence,this article utilizes the JT company,owned by the state,as a case study to conduct research on salary management matters,with a particular emphasis on enhancing the caliber and degree of salary management,while also emphasizing the strategic assistance of enterprise human resources management,which holds both theoretical worth and practical direction.Beginning with the present state of JT Company’s remuneration system,an examination of existing policies,systems,documents,and reports,as well as interviews and polls,has revealed three matters:A meager remuneration disparity,inequity in the remuneration arrangement,inadequate rivalry in the remuneration level,and inadequate incentive systems-all these are present.The company elucidated the essential plan for enhancing the remuneration system,concentrating on both its business and human resources tactics.JT Company carefully apportioned the worth of each post to guarantee equity in the remuneration system.Formulating salary policies that more closely reflect the actual situation,based on job value evaluation results,will help to bolster the competitiveness of the company’s human resources salary management.Results of the study demonstrate that the compensation incentive system has been optimized in accordance with human resource management tactics and the actual circumstances of JT Company.A combination of short-term and long-term compensation incentives has been crafted to bolster the incentive efficacy of the remuneration component,resulting in a long-term incentive system for key personnel.To guarantee the realization of the enhanced and enhanced salary system,three safeguards have been suggested: augmenting the system’s construction,augmenting performance oversight,To guarantee the feasibility of constructing and executing the optimal salary system,follow-up feedback and adjustment mechanisms must be established.