Salary management is one of the important contents of enterprise human resource management, and the level of salary management is directly proportional to the level of enterprise human resource management. Starting with the importance of salary management, this paper summarizes and introduces the methods to improve the level of salary management in enterprises.

Keywords: salary management; Importance; Human resources; way

Since 2 1 century, the strategic human resource management system has been widely used in the development and construction of enterprises. On the one hand, strategic human resource management can improve the overall economic benefits of enterprises, on the other hand, it can lay a solid foundation for improving the economic and social benefits of enterprises. Salary management is an important part of strategic human resource management. To improve the level of salary management, we must first clarify the basic principles that salary management must adhere to, such as fairness, openness and equality. In recent years, the salary system of enterprises has developed rapidly, and the salary management has made rapid progress in the direction of concreteness, intelligence and fairness. The economic market in 2 1 century is full of challenges. Enterprises must attach importance to human resource management if they want to gain a foothold in the fierce stage. At present, there are still many problems in the application of salary management in the process of enterprise development and construction. How to solve these problems and improve the level of salary management is an urgent task for the development of enterprises.

1 The importance of salary management

With the development of economy, the competition between enterprises is no longer limited to the competition between market and profit, and enterprises pay more and more attention to the competition of human resources. For enterprises, human resources occupy the most important position in enterprise management. If enterprises can't retain talents, it will be difficult for them to occupy a place in the fierce market competition. As we all know, salary management is the core content of enterprise human resource management, which plays a vital role in the development and construction of enterprises. On the one hand, salary management can meet the basic needs of human resources in enterprises, on the other hand, it can reflect the overall development level of enterprises. Establishing a perfect salary management system requires enterprise builders to adhere to the principles of fairness, justice and openness in combination with the actual development situation, so as to lay a solid foundation for improving the salary management level of enterprises. Of course, to improve the level of enterprise salary management, we must first make clear the importance of salary management in the process of enterprise development and construction. In addition to the content introduced above, its importance is also manifested in:

1. 1 excitation. For job seekers, salary is one of the most concerned issues in the process of job hunting, and it is also the main influencing factor whether they are willing to take this job. Salary can stimulate employees' work efficiency and enthusiasm. Therefore, enterprises must establish a perfect salary management system to retain talents, help stabilize the staff and make the salary have the best incentive effect.

1.2 Promote human resource management. In human resource management, the salary management of enterprises plays a key role. Reasonable salary system is a branch of human resource management system, which represents the overall characteristics of enterprise human resource management and the purpose of enterprise talent management, and is the practice of enterprise management concept. Scientific salary management is based on the reasonable internal management order of enterprises, which promotes the rational allocation of human resources and gives full play to the maximum utility of enterprise talents in management on the premise of meeting the basic needs of employees. It is an important part of scientific human resource management.

1.3 Salary management is directly related to the basic interests of employees. If there is a problem with the salary management system, the enthusiasm of employees will be significantly reduced, and the work efficiency of enterprises will also be reduced. Establish a scientific and reasonable salary system, improve the cooperation of enterprise members, and thus improve the overall work efficiency of enterprises. Therefore, the salary management of enterprises represents the overall image of enterprises to a certain extent. Enterprises must take effective measures to continuously strengthen the salary management level according to the actual development situation.

2 ways to improve the level of salary management

2. 1 Implementing the annual salary system for managers is an important means to improve the salary management level of enterprises. At present, the annual salary system is the most frequently used system in the development and construction of Chinese enterprises. There are many ways to implement the annual salary system. Under normal circumstances, the income of operators is directly divided into two parts: basic annual salary and performance salary. Basic income is the fixed income of the operator, and performance pay is related to the operator's annual operating responsibility index. In the process of implementing the annual salary system, it is necessary to reasonably control the annual salary of operators. If the number is too high or too low, it is difficult for enterprises to effectively control operators, and the incentive function of salary management is therefore difficult to play. On the one hand, the application of annual salary system in the process of enterprise development and construction can strengthen the performance appraisal of enterprises, on the other hand, it can also mobilize the enthusiasm and initiative of enterprise operators. In addition, after the implementation of the annual salary system, employees in enterprises must make positive contributions in practical work if they want to get higher salary, which will provide power guarantee for the healthy development of enterprises.

2.2 Establish a scientific and standardized post evaluation system. Scientific and standardized job evaluation is the basis for enterprises to design salary system. Establishing a scientific and standardized post evaluation system requires enterprises to evaluate the responsibilities, difficulties and skill requirements of the posts set up by enterprises in a scientific way on the basis of actual development, evaluate the relative value of each post, divide the post grades according to the relative value of each post and its contribution to the enterprise, and determine the relative salary grades among each post. To guide employees to realize the importance of job evaluation, we must proceed from their own working life and status, classify and design the salary and treatment of employees from the perspective of labor diversification, judge the salary level of employees according to their actual values, and guide each employee to actively serve the development and construction of enterprises. In addition, enterprises should also clarify the assessment standards and salary distribution indicators of each position, improve employees' trust in the enterprise, and provide basic guarantee for salary distribution in the later period.

2.3 Paying attention to internal salary distribution and internal distribution system is an important way for enterprises to improve their salary management level. The establishment of internal salary distribution system must comprehensively consider the actual needs of employees in material and external salary. Under the background of the rapid development of socialist market economy, if an enterprise wants to improve its own salary management level, it must combine the knowledge level of employees, establish an effective internal salary distribution system, guide employees to realize their personal values, continuously improve their comprehensive quality, and further improve their own salary level while contributing to the development and construction of enterprises. Therefore, the reasonable formulation of salary distribution system needs enterprises to start from the following aspects: first, arrange employees to participate in challenging positions, so that employees can take the initiative to accept challenging jobs, thus comprehensively improving the overall quality of employees; Second, train and educate employees regularly. At present, enterprises pay more and more attention to the development of human resources. In order to improve the salary of human resources, enterprises can improve their own ability through training and education, and lay a solid foundation for salary management.

2.4 Always adhere to the principle of fair distribution is one of the important ways to improve the level of enterprise salary management. As we all know, in order to improve the enthusiasm and initiative of employees, enterprises must establish and improve the salary management system, and at the same time pay attention to the fairness of the salary management system in the practical application process. In order to attract and retain talents, enterprises should not only improve their overall competitive strength, but also ensure the rationality and fairness of salary. Most employees pay more attention to the fairness of enterprise salary, so enterprises should combine the psychological characteristics of employees and pay attention to the fairness development of internal salary. With the rapid development of market economy, the principle of fair development has been deeply rooted in people's hearts. Only by ensuring the fairness of the enterprise salary management system can the salary management level be comprehensively improved.

2.5 Rich salary management mode Since the 2nd/kloc-0th century, the salary management mode of enterprises has undergone earth-shaking changes. In order to improve the level of salary management, modern enterprises must start with the renewal and reform of salary management mode to lay a solid foundation for improving the level of salary management. At present, many effective salary management models have been applied in the development and construction of enterprises, such as broadband salary system, self-service salary management and comprehensive salary management model. On the one hand, the application of diversified salary management mode can meet the development needs of enterprises under different environmental conditions, on the other hand, it can also meet the needs of employees for salary treatment under different environmental conditions, thus improving the salary management level and core competitiveness of enterprises.

3 Conclusion

In a word, salary management plays a vital role in the process of enterprise development and construction. In order to improve the overall development level of enterprises, we should make clear the importance of salary management, start with the implementation of annual salary system for operators, attach importance to internal salary distribution and enrich salary management models, and continuously improve the salary management level of enterprises.

References:

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[3] Niu Caiping. Importance of compensation management in enterprise human resource management [J]. Enterprise Research, 2012 (18):138.

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