First, the concept of salary management

Salary, as its name implies, is a kind of reward and compensation for the employer and a reflection of the employment relationship. Salary management is a process in which enterprise managers determine, allocate and adjust the payment standard, payment level and factor structure of employees' salary in their own enterprises. To sum up, the role of salary management is to give full play to the enthusiasm of employees, promote their development, maintain the competitiveness of enterprises in the labor market, and attract and retain outstanding employees needed by enterprises. Encourage employees to study scientific and cultural knowledge hard and improve their working ability. Encourage employees to improve their work enthusiasm and work efficiently. Establish a fair and reasonable organizational atmosphere and create a good working environment.

Second, YZ Road and Bridge Engineering Company employee salary status and existing problems

YZ Road and Bridge Engineering Company's existing salary structure consists of salary and welfare. Salary includes basic salary, bonus and allowance. Wage income is linked to the post responsibilities, work performance and contribution of employees, and the salary is mainly determined according to the administrative post level of employees. The company's post grade follows the post grade set by the head office and has made some adjustments according to its own situation. The basic salary consists of three parts: living allowance, seniority allowance and seniority allowance. The living allowance varies from post to post, while the seniority allowance and seniority allowance increase with the increase of working years. Bonuses vary according to the completion of the company's overall goals and the results of individual performance appraisal. Bonuses are mainly divided into attendance bonuses and performance bonuses. In terms of welfare, the company pays pension, work injury, maternity, unemployment and medical insurance for employees on time and in full according to state regulations. The company also provides various welfare programs for employees. In addition to employees' paid vacation and statutory holiday benefits, the company also pays housing provident fund, grants annuities and high temperature subsidies for employees. Judging from the company's current operation, the salary problem mainly includes the following points:

(A) YZ Road and Bridge Engineering Company's wage system, the amount of wages is fixed, and you can only be promoted after working years.

Although promotion is one of the company's incentive mechanisms, management positions in state-owned enterprises are often a radish and a pit, and only a few people can be promoted. And fixed wages account for a large part of employees' salary income. So many employees can't stand the long-term low salary and leave their jobs. In addition, this salary system makes the newly graduated college students at a low level, and there is no targeted bonus and welfare policy. The salary level is lower than expected, and there is no obvious advantage compared with other social workers with the same education. The result is that every new college student will leave within a few months.

(B) The incentive effect of the current wage system is limited.

The basic salary and bonus of the company's existing posts are mainly calculated according to the living allowance corresponding to the post level. It can be said that unless the employee is promoted and there is no obvious fault in his behavior, his salary will be in a fixed state. Although the existing salary system has set up incentive salary, the proportion of incentive salary in the overall salary is not high, and it is paid quarterly, so the incentive effect is limited.

(C) the welfare system is homogeneous, which can not meet the welfare preferences of employees.

Due to the fixity of the construction site, employees in highway construction enterprises can only work in a fixed place for one year or even several years. The construction site is remote and poor, the working and living conditions of employees are difficult, and the spiritual life is monotonous. Although the existing welfare projects occupy a lot of expenses of the company, they cannot meet the spiritual needs of employees.

Third, YZ Road and Bridge Engineering Company Salary Management Countermeasures

YZ Road and Bridge Engineering Co., Ltd. needs to reform the existing salary system, establish a salary system based on performance and benefit, tilt towards key positions and special talents, truly reflect the value of talents and reduce the brain drain rate.

(A) adjust the internal salary structure of enterprises

In the original salary structure, the proportion of fixed salary is high, and the proportion of floating salary such as bonus is small, and the incentive effect is limited. In addition, the overall salary level is low, which can not highlight the skill level of employees. In this adjustment, the salary structure of employees is divided into fixed salary and floating salary. For employees in different positions, the proportion of fixed salary and floating salary is different, which highlights its different measurement focus. The new salary system is divided into the following parts:

1, fixed salary Fixed salary includes post salary and basic salary. The post salary is determined according to the responsibilities and labor intensity of the employee's post. Post salary distribution implements equal pay for equal work. New employees will determine the post level according to the corresponding educational level and position. Basic salary is the salary to ensure the basic needs of employees, which consists of basic salary and seniority salary. The calculation method of length of service shall be implemented according to the relevant national policies. During the waiting period, only the basic salary of employees will be paid, and no post salary, bonus salary and subsidy will be paid.

2. Floating wages Floating wages include attendance wages and incentive wages. The project manager also increased the project allowance. Incentive compensation is determined according to the economic benefits, target assessment, completion of production and operation tasks and actual contribution of the employee's unit. The issuance of incentive wages is linked to benefits, responsibilities and contributions, forming an effective incentive mechanism.

3. Subsidies include three parts: policy subsidies, welfare subsidies and technical post subsidies. Policy subsidies refer to subsidies that employees of enterprises can enjoy according to relevant state regulations. Welfare subsidies include heatstroke prevention and cooling expenses, holiday solatium and so on. Technical post allowance is an allowance determined according to the responsibilities and technical content of technical posts employed by employees. Technical posts are divided into professional technical posts and workers' technical levels. Among them, professional and technical positions are divided into three categories: senior technical positions, intermediate technical positions and junior technical positions; The technical level of workers is divided into three categories: senior technician, technician and senior worker. Allowances are reduced according to different grades and increased according to the number of years of employment. Retain technical talents to a greater extent and promote the learning and development of employees.

(B) adjust the salary ratio of employees

For employees' wages, different proportions are set according to different positions. Construction employees are mostly manual workers, the demand for monetary wages is relatively rigid, and the floating proportion of wages should not be too high. Professional technicians and managers are mental workers, and higher floating wages can play a better incentive role than construction workers.

Establish a flexible welfare plan

Good welfare guarantee is the basic measure to retain talents. On the basis of "five insurances and one fund" stipulated by law, many enterprises set up flexible welfare items for employees to choose in order to retain talents and ensure the incentive effect of welfare. Diversified welfare projects maximize the effectiveness of welfare and motivate employees to some extent. At the same time, because welfare and insurance are related to the immediate interests of every employee in the organization, they not only have an impact on the current interests, but also directly affect their long-term interests. Therefore, it is of great help for enterprises to formulate a flexible welfare system to better retain talents. YZ Road and Bridge Engineering Company, as a highway construction enterprise, has different characteristics from other industries. These characteristics lead employees to have some special welfare needs. For example, material life is lacking, spiritual life is monotonous, information is blocked, and it is inconvenient to visit relatives. The company can provide a variety of welfare items under the premise of setting the upper limit of the total cost of benefits, and employees can choose and allocate them themselves.

Author: Li Zihui Unit: Jiangxi Provincial Expressway Networking Management Center

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