锘 Abstract
A company is a general contractor of construction. In recent years, with the
rapid development of construction industry, A has also caught up with the rapid
development of our industry. However, the shortage of high-quality talents in A has
hindered the further development of the company. How to cultivate talents and retain
talents is a difficult problem facing A company. Therefore, it is imperative to design
a set of compensation incentive scheme suitable for the long-term development of A
company in the environment of strong mobility of personnel, especially the senior
management personnel.
On the basis of the in-depth analysis of the current salary incentive status of A
company high, middle, grass-roots and foreign personnel, this paper reveals the
existing problems and causes of the current compensation incentive in A company,
and puts forward the optimization scheme and the implementation of the safeguard
measures. The main problems existing in the current salary incentive of A company
are: the flexibility of the post salary incentive is weaker than the positioning of the
market, the allocation of compensation pays attention to seniority, the discrepancy
expenditure of the salary incentive policy is not obvious, and some employees have
no incentive to pay. The reason is that the value of the performance of the job
responsibility is not closely related to the incentive policy of the salary. The material
level and the spiritual level of the salary incentive have not been balanced and
differentiated in the process of management, and the sense of belonging of the
working environment of the staff is not good. In view of the existing problems of the
current salary incentive, the paper optimizes the salary incentive of the senior,
middle, grass-roots, and external personnel according to the matching of post and
post duty, the matching of employee value and evaluation effect, and the matching of
income and contribution. Obstacles, practical guarantee, supervision and guarantee
five aspects of the implementation of the optimization plan safeguards.
The research results of this paper not only have important significance for the A
company to improve the existing salary incentive system, retain talents and use good。