The Design Of The Talent Incentive And Salary Structure Of Enterprises In Post-financial-crisis Era

The spread of the global economic crisis had a serious impact to the enterprise,like the rapid decline in the macroeconomic indicators, and due to national efforts, theglobal economy began actively to the good situation, with the easing of the financialcrisis, the world economy has entered a relatively stable periodeconomic developmentafter the crisis, but because of the inherent contradictions is still not fully resolved,there are still many uncertainties. In the second half of2009, the Chinese economygradually recovers, and “the post-financial-crisis era” arrives.Although the spread of the global economic crisis had a serious impact to theenterprise, it also brings opportunities, companies began looking for their ownshortcomings and think about change after crisis. Talent is a source of strength topromote the healthy development of enterprises, the talent is the decisive factor forthe development of enterprises either from a macro perspective, or from amicroscopic point of view. The core competitiveness of a enterprise is increasinglyreflected in the capacity of nurturing, possessing and using the talent, which is thefirst capital. Especially in the particular context of Post-financial-crisis era, it isparticularly important for companies to know how to attract, gather and retain talent,fully mobilize and develop their talents, and then create greater value. So this paperstudies the design of the talent incentive and salary structure of enterprises inPost-financial-crisis era, wish the recommendations of the feasibility will do corporatesome benefit, can help them design a scientific and suitable salary structure, and finda reasonable and effective methodmotivate to retain staff, so the stuff can strive out ofthe woods and maintain sustainable development.This article is based on theoretical research, Questionnaire results, practicalanalysis, it sum up the characteristics of personnel incentive and compensationstructure on post-crisis era, identify problems and make recommendations to thequestionnaire.This article is divided into six parts. The first part of this paper figured out the background, meaning and the framework of the article and study the feasibilityanalysis, and reviewed literature on the incentive and salary structure. The second partis mean to explain and elaborate the concept and theoretical results of talent,motivation, salary structure, which is related to the article, it’s the theoretical basis forrecommendations later. The impact of the financial crisis is first introduced in thethird part and we have a defination on the Post-financial-crisis era, through issued"the design of the questionnaire on post-crisis era of corporate personnel incentiveand compensation structure", it obtained the survey data and analyzed characteristicsand status of the post-crisis era of corporate personnel the status of the incentive paystructure, it is a realistic basis for recommendations after. The fourth part focuses onthe choice of inspire methods in the post-crisis era and put forward feasiblesuggestions for implementation of incentive, based on the second part and third part.As pay incentives is an important part of talent incentive, Part V have the salarystructure as a focus, based on the type of talent,it design targeted recommendationsfor their salary structure according to their different characteristics and post-crisischanges in the environment of the times. The final Part VI is a summary of the fulltext and proposed inadequate and Looking to the future.