The Optimization Design Of The Salary System For The Scientific And Technical Personnel Of LM Company

In the field of human resource management, compensation is an effective material incentive method, which plays an important role in the management of engineering, and the compensation system is effective, and it has a very important significance for the enterprises to develop and sustainable development. It can attract and retain the talented person in the process of the development process, but also can improve the working enthusiasm of the employees by encouraging, and then improve the overall operational efficiency of the enterprise organization. Therefore, compensation incentive, as one of the key elements of enterprise compensation management, is of vital importance to the development and growth of enterprises.Under the background of Internet technology, more and more enterprises recognize the importance of core technology talents. The essence of competition is the competition of talents, especially the technology talents. How to stimulate the scientific and technological enterprises, how to stimulate the scientific and technological personnel, and make them become the core competitiveness of enterprises.This paper hopes to demonstrate that " The optimization design of the salary system for the scientific and technical personnel of LM company" this proposition, demonstrated how in LM company which owns the bank and the dual nature of the unique high-tech company system, to solve a series of problems of the current science and technology personnel compensation system structure is common in the process of performance evaluation is not scientific, suck, unfair distribution, performance and humanized management conflict.The first chapter is the introduction. This part mainly carries on the research to this topic research background, the research significance, the research method and the technical route, and then on this basis, this paper elaborates the innovation point of this paper, which is based on the research of this paper.The second chapter is the related theory and literature review. This part firstly for the topics related to the related theories of the compensation, incentive relationship between relevant theories, compensation and incentive study and on the basis of respectively to the domestic and foreign related literatures formed review, lays a theoretical foundation for the follow-up study of this topic.The third chapter is about the status quo of the salary incentive system of LM company. In this part, the paper briefly introduces the LM company, analyzes the current mainstream of the salary system, and then, on the basis of the LM company’s compensation system, the problems and the causes of the problem.The fourth chapter is the countermeasure analysis of LM company’s salary incentive. This part of the first through the part of the banks and technology companies to pay an investigation, a clear focus and difficulty of the compensation system design, proposed a specific salary system improvement measures.The fifth chapter is the implementation of the compensation scheme of LM company. This part of the company’s actual situation, the implementation of the steps, the implementation of the relevant supporting measures, and to sum up the advantages and disadvantages of this program in time.The sixth chapter is the conclusion and prospect. Firstly, this part clearly explains the research conclusion, and points out the shortcomings of this research, and then, on the basis of this, the future of the research is discussed.