鞍钢劳动服务公司薪酬管理问题及对策研究

本科论文AbstractWith the rapid development of the world economy,in order to enhance theircompetitiveness,companies must prioritize employee compensation and improve thesalary structure to motivate employees to continuously innovate and progress in theirpositions.Only in this way can we retain talents and attract talents,so that enterprisescan better adapt to the rapid development of modern and contemporary economy.Inrecent years,China has attached great importance to the development of servicecompanies.Regardless of the overall innovation capability or the improvement of thenational economic development level,the development of small and medium-sizedservice-intensive enterprises has played a huge role.In addition,according to datafrom the Torch Advanced Technology Industry Development Center of the Ministryof Science and Technology,small and medium-sized enterprises account for 61%ofChina's high-tech enterprises.Therefore,the performance growth of such enterprisesis directly related to the industry development prospects and market investmentattitudes.The goal of small and medium-sized technology enterprises is tocontinuously improve economic efficiency and expand influence,so as to developtheir core R D technology,and the improvement of performance managementmethods and performance evaluation can effectively affect the realization of strategicgoals of small and medium-sized technology enterprises.Therefore,a perfectperformance management system is an important factor affecting the performanceimprovement of small and medium-sized technology companiesThis article takes Ansteel Labor Service Co.,Ltd.as an example,conducts a casestudy on it,and analyzes the problems in its salary system.Through analysis,it isfound that the company currently has four problems:imperfect salary system,unreasonable salary distribution,unobvious salary gap and ineffective salary incentive.Analyzing the reasons,the author believes that this is mainly due to the lack ofattention to the design of the salary system of Angang Labor Service Co.,Ltd.,thelack of scientific salary distribution,the rough design of the salary structure,and the