Design On The Compensation Icentive System Of CH Group Corporation

Built to last as long as enterprises, science and technology innovation is endless. As long as the enterprise innovation drive, professional technical team incentives will never stop. Innovative talents and outstanding team of rich career passion is the driving force for the enterprise innovation drive. Enterprise core competitive ability is more and more performance for how to play a talent advantage, and can motivate people to create the industry advantage, technology advantage, product advantage. Human resource strategy must interact with the implementation of the state-owned enterprise diversification strategy. Building internal fairness and external competitive Compensation incentive system, become the urgent needs of the company strategy to support.This paper based on the professional and technical personnel in the state-owned enterprises and the company’s existing problems of the compensation incentive system, using compensation theory and incentive theory, put forward the optimization design. Paper first described the basic concept of compensation, compensation theory, incentive theory related literature are summarized, used of questionnaire investigation, interview method, system analysis method which are a variety of quantitative and qualitative methods. On the basis of the existing compensation incentive system, the optimized design system introducing competition and incentive factors, attaching great importance to the value of work and outstanding performance, emphasizing the principle of material incentive and spiritual incentive, pay attention to short-term incentive and long-term incentive combination.The optimized Compensation incentive system from enterprise development strategy, is the comprehensive compensation system. The integrated use of broadband system optimization based on the value assessment of post salary, hook dynamic generally pay adjustment mechanismt to budget establishment and CPI, perfect match individuality demand elasticity welfare system, broadened the "double track" of the employee career development channels, for technical expert long-term incentive mechanism of stock option, are a theory with practice to build the active exploration of marketization compensation incentive system.The optimization of the existing compensation system, can maximum limit and the most effectively activate Professional and technical personnel, guides them to constantly improve the potential to improve the performance, the realization of individual value and enterprise benefit together to promot. At the same time I hope this article in order to play an active role in Compensation reform on others state-owned enterprises.