The Research On Total Compensation Incentives Of The Core Staff In Small And Medium-sized High Tech Enterprises

With the further development of globalization and information technology, thecompetition is becoming increasingly fierce among enterprises. In consequence, china’ssmall and medium-sized high-tech enterprises are facing an increasingly strong impactfrom similar enterprises both home and outside. The rapid development of informationtechnology and changes in the internal and external environment makes it the top priorityof the small and medium-sized high-tech enterprises to gain a foothold in the fiercemarket competition, which is also a hot issue for scholars and managers. The rivalryaiming at obtaining a competitive advantage is ultimately focused on talent competition.It is well known that talent is the fundamental factor for enterprises to gaincompetitive advantage, due to its core technology or outstanding management skills orsuperb marketing capabilities. Therefore, in order to survive in the brutal competitiveenvironment, the small and medium-sized high-tech enterprises must pay more attentionto the core staff incentive. However, core staffs often have some unique needs whichdiffer from the general staffs, making it not easy to attract, motivate and retain key talenteffectively and achieve their potential. Total Compensation has become a powerfulmeans to motivate and retain employees since its birth, due to its integrity andbreakthrough of the traditional pay. Accordingly, we can see total compensation incentiveis an effective way to motivate and retain their core staffs for the small and medium-sizedhigh-tech enterprises.This paper selects the core staff of small and medium-sized high-tech enterprises asthe object, analyzes the problems of the core staff motivation existing in the small andmedium-sized high-tech enterprises as well as its causes, and summarizes the elements ofcore staff combined with staff interview by combing the research of comprehensivecompensation theory and core staff incentive theory. Finally, this paper builds acomprehensive incentive pay model of the core staff of small and medium-sizedhigh-tech enterprises, corrects and tests the research model and hypotheses throughempirical analysis. The main conclusions of the study are as follows: firstly, the comprehensive compensation elements of the core staff can be divided into fourcategories, marked as discrepancy element, currency element, working element andwelfare element; Secondly, the discrepancy element and currency element havesignificant positive correlation on0.01level with core staff overall incentive, theworking element has significant positive correlation on0.05level, and the welfareelement has no significant correlation on either level; Thirdly, the length of service has asignificant impact on the degree of the currency element incentive and overall incentive,but the other four control variables (gender, age, educational qualifications and job type)do not show a significant effect on the degree of the currency element incentive andoverall incentive.The innovation of this paper is mainly reflected in the following two aspects:firstly, it looks at the incentive problems of core staff in small and medium-sizedhigh-tech enterprises from the perspective of total compensation; Secondly, this paperbuilds a total compensation incentive model for core staff of the small and medium-sizedhigh-tech enterprises, then amends the research model and inspects the researchhypotheses by the empirical analysis.