Study On The Compensation Management And Staff Incentive In Enterprises

The 21 century is an era of fierce knowledge competition. As the primary resource of enterprise management, staff incentive has become the key of building up core competitiveness for enterprises. As a double-edged sword for staff incentive, the compensation management can both stimulate higher working enthusiasm and innovative passion, or affect their work or study motivation. Foreign enterprises have always been studying and improving the above-mentioned fields and have achieved longstanding development. The domestic enterprises, on the basis of their own realities and by adopting international experiences, have also made continuous improvements in relevant fields so as to better stimulate the staffs for a higher work efficiency.By making a comparison of the history and development trend between domestic and international enterprises, this paper points out the shortcomings and directions for improvement of domestic enterprises in relevant fields, and studies the compensation management and staff incentive of domestic enterprises by taking the example of Shenzhen Airlines. It gives an analysis on the overall conditions and the current situation of compensation management of the company, and investigates the satisfaction of compensation management among 112 employees, thus making relevant analysis for a study on the justifiability of the company's compensation system.Study shows that there exists a certain cause-and-effect relationship between satisfaction of compensation and incentive degrees, and the compensation plays obvious incentive role for the employees. The competitiveness of compensation, the connections between compensation and work performance, the adjustment mechanism and decisive factor of compensation all have close relationship with degrees of incentive. Through investigations and analysis and in combination with the trend of compensation management and staff incentive in both domestic and international enterprises, this paper points out the shortcomings of competitiveness, compensation on the basis of work performance, the adjustment mechanism and decisive factors in the compensation management of Shenzhen Airlines. As a sum-up, this paper offers some ideas for a transition to strategic compensation management, for a more scientific compensation system and improvement of compensation management level.