Pay Management Analysis and Countermeasures for South Central Railway Company
|Keywords||Railway Transport Enterprise Salary Reform Incentives Countermeasures|
With the comprehensive development of China’s reform and development, market economy increases operating efficiency, highlighting the urgency of the railway reform. The railway enterprise reform in China has become the last state-owned enterprise reform barriers due to various reasons. However, reform is necessary for social development and the railway companies have to adapt to China’s socialist market economy, which is the inevitable choice. With accelerating pace of reform of the Ministry of Railways, the state of some old local railway company was restructured. South Central Railway Co., Ltd. of Tianjin was set up in such circumstances. In order to improve South Central Railway Company Limited’s resource management of state-owned enterprises, especially salary management level, the company need to adapt to new internal and external development environment, foreign more competitive, more internal motivation. Therefore, we need to study the existing management companies payment system.Salary system reform is not a simple wage adjustment, but also start from the change in the wage structure, rationalize the relationship between enterprises and workers. Railway transport enterprises would like to achieve leapfrog development, human resources is the key. To motivate staff at all levels of enthusiasm in the management of human resources also need to carry out reforms, its content is one of the reform of pay systems.This article is mainly about the study of the existing management system of the South Central Railway Co., Ltd. Tianjin, analysis of the company’s existing management system of wages deeply, finding out the railway transport enterprise compensation management approach problems, analyze problems, and proposes a solution measures. The article is using salary management theory, through empirical analysis, in favor of the railway transport enterprises to attract talent, improve human resource structure, stable workforce, to mobilize the enthusiasm and creativity of workers compensation management. The article also highlights the payment system reform and restructuring and improving the wage structure, to achieve salary, bonuses, benefits and other aspects of the rational arrangement in order to increase revenue and change the focus of incentive measures for the two most concrete ways to reform the pay system. This article discusses a combination of the company’s actual situation, in the original salary continuation and development of management practices based on solid steady progress, and ensures the stability of the workforce and the company to achieve leapfrog development in the smooth conduct of the company for the future lay a good foundation.