Optimization Of Salary Incentive System Of BCDZ Company

The development of small and medium-sized enterprises has an irreplaceable role in promoting a country’s economic development and social harmony. Chinese small and medium-sized enterprises bring tremendous contribution both in economic growth, tax revenue growth, employment growth and technological innovation by which is small and specialized, small but excellent, small quantities of produce and diversification characteristics.Talent is the key to enterprise’s development. Compensation management is an important part of corporate human resources management. Psychological research discovered:human potential can only play20%-30%in the case of a lack of effective incentives, scientific and effective incentive mechanism enables employees to play the rest of the70%-80%of the potential. Compensation management is important. to inspire staff enthusiasm, creativity and a sense of responsibility However, many small and medium enterprises in China have not understand the importance of compensation management, also practice the following questions:incentive pay out of line with the overall corporate strategy and lack of innovation and scientific, neglect on program fair and antiquated methods, lack of advanced theory for support, ignoring the role of the internal pay in the pay system, the salary system fails to reflect the staff promotion channels. These problems seriously affect SME development and management of human resources, is extremely unfavorable to SMEs to attract talent, retain talent, and effective use of the talents, thus impeding the sustainable development of SMEs. In order to survive and development in the fierce market competition, SMEs should build a competitive and motivating and effective pay system.In this paper, for the sample of SMEs BCDZ company specific research object. Combing both compensation theory and incentive theory to provide important theoretical guidance for BCDZ pay system optimization, through questionnaires and interviews to learn more about pay management status of BCDZ company, and the main problems is the remuneration strategic concept, fair and scientific summarizes. And then combined with the principle of incentive pay system optimization put forward recommendations the BCDZ incentive pay system optimization:develop compensation management strategic plan; perfect comprehensive remuneration incentive system; implementation of the total remuneration of management by objectives; to introduce composite score card to improve employee contribution measure.