Study On The Compensation Incentive Optimization Of Gansu Jinsha Construction Engineering Co.,Ltd

In 2016,China's economic growth was slowing and the construction industry,influenced by the macro environment,was in its downturn phase and so on.All kinds of tangible and intangible pressure,such as prices,labor costs,environmental protection issues under the new requirements,production safety,the social responsibility from quality and production safety generally,forced the company in development to face the new economic transformation and upgrading.However,the key to the transformation and upgrading of construction enterprises lies in the role of employees' subjective initiative.Pay is more intuitive to reflect employee value.Salary incentives can motivate employees to their potential,arouse enthusiasm and initiative,is the most direct and effective incentive method.This paper started with the existing salary incentives mechanism of Gansu Jinsha Construction Engineering Co.,Ltd.and made an investigation and analysis of the company's salary structure and employee satisfaction scale through literature research method and group interview method,The results showed that the majority of employees are not satisfied with the existing salary system,the salary distribution is not clear,the bonus is altered by the general manager's subjective will;The salary structure is not clear and reasonable;The development needs of the company and employees are ignored;The inequity of remuneration level is more prominent;Lack of external competitiveness and so on.Those issues need to be solved by optimizing the salary incentive mechanism.Based on a large number of literature resources on human resource management and salary incentive mechanism,in combination with the practical situation and existing problems of Gansu Jinsha Construction Engineering Co.Ltd.,the paper applied and borrowed the related theory and research results on salary incentive mechanism in modern enterprises human resources management and put forward the new salary incentive mechanism which is "strategic goal designing,job analyzing and positioning,payment optimizing,payment post-managing",optimized and redesigned the original based on different job positions.Under the premise of preparation of all company,employers and employees,the enterprise should change management ideas,establish the stereoscopic stimulation network,set up the talent pool,supervise the process and product quality,establish and improve communication mechanism and other measures in order to drive the enterprise to implement the optimization scheme,stimulate staff's work enthusiasm and potential.It is hoped that through the optimization design of payment incentivescheme,the enterprise can attract the core talents,retain the efficient staff,enhance the competitive advantage of,and also inspire and enlighten other construction enterprises.