Hg Company Salary Incentive Mechanism Optimization

With the rapid development of social economy and the further globalization, there is a growing number of demands for the talents in enterprises, and the use of talent is also market-oriented. So the human resources have already become the core for the competitions of enterprises. In order to increase their competitive ability in market actively, most enterprises have strengthened the development and management of human resources. But salary distribution, as an important way to motivate, is an important content of the human resources management, which plays a great role in motivating and inspiring talents to produce higher performance for enterprise. Therefore, constructing a scientific and reasonable salary distribution system is extremely important and meaningful for an enterprise.In this paper, HG Company is taken as an example to investigate the problems of its present salary incentive system. First, on the basis of in-depth interview and questionnaire, the staffs’reaction and their satisfaction towards the incentive system are the main factors to be considered, including the demands and characteristics of staff in different posts. The related data is also collected to analyze and conclude, as well as some basic principles of salary incentive mechanics, such as fairness, competiveness, effectiveness and so on. Second, combined with actual situation, the salary incentive system and its supporting measures are designed scientifically by learning from the different theories of salary incentive system home and abroad. The new system has solved many problems, such as:alary allocation subjectively, and single, fuzzy, weakly encouraging salary incentive mechanism existing in HG mechanism, which has a strong practical significance for the management of human resource.