The salary management is an important part of the enterprise management. The important position of salary is gradually embodied with the adjustment of the distribution system and the rapid development of the labor market. A reasonable and effective salary system can stimulate the creativity and enthusiasm of employees, and help employees achieve organizational goals and improve organizational effectiveness. But at present, because of the weak management foundation, many enterprises lack a reasonable salary incentive system. It is difficult to subdivide the salary and welfare and incentive system, and can not meet the needs of the grass-roots staff, which leads to a large amount of loss of the employees at the grass-roots level.
Based on the in-depth study of Sanjiang group, this paper analyzes the main problems of the composition of the salary management system in Sanjiang group and the salary management system at the grass-roots level, on the basis of the salary theory and the problems existing in the operation mode, the management system and the means of salary distribution. The optimization management puts forward some pertinent suggestions to establish a reasonable salary management system with a reasonable standard structure, and follow the principle of distribution to manage wages, combine external competition with internal equity, and advocate the allocation mechanism and optimization design of performance performance and salary.