Thinking about the salary management of enterprise human resources in the new period, this paper points out the importance of the salary management of enterprise human resources, puts forward the problems existing in the salary management of enterprise human resources in the new period, and carries out reform and thinking on the problems.

Keywords: new period; Enterprise manpower; Resource compensation management

Salary management has undoubtedly become the most important content of human resource management in modern enterprises, and it is also an integral part of modern enterprise system in the new period. Now the development and benefit of enterprises are directly determined by salary, and salary also directly reflects the value of employees. Therefore, we will think about the salary management of enterprise human resources in the new period.

First, the importance of enterprise human resources compensation management

Salary management of enterprise human resources is very important. First of all, it can quickly promote the progress and development of employees, and the intelligence and physical strength consumed by employees at work can be compensated by money before they can continue production. Therefore, enterprises must constantly improve the comprehensive quality of employees in order to develop. If enterprises do not pay attention to these factors, it will obviously weaken the enthusiasm of employees, and the efficiency and degree of enterprise development will not be so fast. Secondly, the economic benefits of enterprises can also be improved through the salary management of human resources, because the quality and quantity of talents and employees in enterprises are determined by salary.

Second, the new era of enterprise human resources compensation management problems

1. Salary design without strategic reserve. It is a very limited problem that enterprises only pay attention to economic benefits and not other aspects. They have no systematic management of salary, and they don't know that the important means of long-term strategy implementation is salary, which makes the salary design without strategic reserve appear.

2. There is no reasonable treatment of salary management. Due to the rapid development of Chinese enterprises in the constantly developing market economy environment, the salary of enterprise employees can match the economic benefits of enterprises, so many enterprises have taken certain measures, such as post responsibility system and performance system, but this measure is not perfect, because there is no perfect performance management system and no clear regulations on the management of enterprise salary, so employees do not have a very positive' work attitude'.

3. Salary management without incentives. Regarding the issue of fairness, it is obvious that many enterprises have taken certain measures, for example, there is a certain assessment for the establishment of posts. However, this imperfect enterprise performance appraisal system with many problems is not very reasonable due to the lack of scientific guidance. Among them, only paying attention to formal assessment methods and standards has once again suppressed employees' desire to work.

Third, thinking about the reform of enterprise human resources salary management in the new period.

1. Continue to pay attention to salary management. There is no doubt that the most important leader of an enterprise is the manager of the enterprise, which greatly affects the development of the enterprise. Therefore, in the salary management of enterprise human resources, the first person to change his mind is the leader of the enterprise. They constantly adjust their salary management strategies and fully integrate salary management with performance appraisal system, thus making the salary management system more perfect.

2. The principle of continuous improvement of salary strategy. Nowadays, in the new period of enterprise development, it is very important to plan the principles of compensation strategy scientifically. The first step should be to unify the salary design and the development direction of the enterprise, because the imported talents and human resources determine the development of the enterprise, so the reasonable strategic development direction must be consistent with the salary policy, so that the development of the enterprise can be more sustainable. Nowadays, the business strategy with economic benefits as the goal is more suitable for the stable development of enterprises, so the salary management skills, average salary level and standard welfare level should all be included in the salary strategy of enterprises.

3. Continuous optimization of enterprise salary management system. At present, the very important lifeline of enterprises is the enterprise salary management system. Only by constantly establishing a relatively supporting enterprise management system can we have a good development environment. Therefore, the first step is to do a clear job analysis and descriptive job preparation. The performance indicators are clear and complete, and the requirements for employees should be clear. The second step is to evaluate the position and divide it into different grades, so that the level and level of salary depend on the workload and difficulty of the position.

4. Pay attention to and implement the salary strategy. Each enterprise's development process can reflect different characteristics, so proceeding from reality is a very important part of the enterprise. Salary system, salary management status and salary management theory must be based on the current enterprise reality, so as to construct a certain salary system and salary system more reasonably. It can be said that the salary system based on economic compensation still occurs from time to time in many traditional enterprises, which will hinder the development of modern enterprises. Obviously, the development direction of salary management has now become comprehensive salary management. Both internal compensation and external compensation are forms covered by comprehensive compensation. The material compensation to employees in monetary form is external salary, while the spiritual encouragement to employees in monetary form is internal salary. At the same time, wages and benefits, promotion and recognition in the form of money can all be said to be part of wages. The combination of material rewards and spiritual rewards is the so-called comprehensive compensation strategy. Today's enterprises should fully combine these two forms to achieve a better salary strategy. To sum up, the thinking of enterprise human resources salary management reform in the new period can be divided into four aspects, namely, paying attention to salary management continuously, continuously improving the principle of salary strategy, continuously optimizing enterprise salary management system and paying attention to and implementing salary strategy. However, the theory put forward can only play a role if it really returns to practice, and all relevant enterprises should actively absorb nutrition and promote the development of enterprises.

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Chen Hongling. Research on the Equity Orientation of Civil Servants' Pay with China Characteristics [D]. Jilin University, 2009

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[3] Liang Zhu. Research on performance and salary management of newspaper group [D]. Tianjin University, 20 10

[4] Tong Mingming. Research on redesign of salary system of GH design institute [D]. Northeastern University, 20 12

[5] Song Yan Jun. Research on the design of university teachers' salary system based on fairness theory [D]. Southwest University, 20 1 1

Author: Jiang Haikun Unit: Gongyi PetroChina Kunlun Gas Co., Ltd.

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