The Design And Application Research Of The Incentive System For Small-and-medium Enterprises' Managerial Staff

As an important part of our country's market economic body, small-and-medium enterprises (SMEs) is the new force of China's economic and social development. For those SMEs, managerial staff is the backbone of enterprises, the scarce resources of companies'sustainable development, as well as the key point of core competitiveness. Recent years, however, the problem of brain drain in small and medium enterprises has become more and more common. Especially the loss of managerial staff brings great difficulty for the development of enterprises. However, it is particular important to optimize and design the incentive system for those SMEs' managerial staff. First, this paper sorts out relavent literature, defines related concept, expounds the theoretical basis of this paper systematically, and sets the theoretical basis for this paper. Second, it focuses on analyzing the characteristics and status of SMEs' management personnel, and provides the foundation for the analysis and re-design of current incentive status. Then it takes Xiamen JB Company for example, analyzes the current incentive status of executives, middle managers and primary staff, finds out the existing problem and its causes. Lastly, this paper seeks the apt and specific ways to solve the problems according to the problems. Based on certain principles and goals, it puts forward specific cases of the optimal design and application for the incentive system. The main conclusions of this paper are as follows:SMEs' managers have their own unique features, working characteristics as well as special status, which determine the specificity of its inventive system design. The prevalent problems in the incentive system of SMEs' managers are as follows: lack of competitive incentive pay, managers income gap, unequal rights and responsibilities of management personnel, flawed performance appraisal, single benefit form, irrational incentive method and structure, the unformed training system, the negligible effect of training incentive, the incomplete promotion system and its inapparent effects. The basic reason of these problem lies in the lack of a set of an incentive system in line with its own characteristics; SMEs' management personnel incentive system should be designed mainly from salaries, training and promotion. In terms of salary incentive system, we should select proper salary strategy, provide competitive pay, innovate incentive ways, provide multi-level benefits. As for the training incentive, it is better to pay more attention to the analysis of training needs, provide various ways of training, establish long-term training mechanism and put empasis on the training effect evaluation. And for the promotion incentive, it is a must to complete relevant system, guide to institutionalize promotion system, stick to the internal promotion and external hiring and balance the relationship of them.