Research On Optimization Of Compensation Incentive Management For Grassroots Managers In Expressway Service Areas Of The C Company

With the development of the "12th Five-Year Plan",service areas of the expressway in Jiangxi Province has been increasingly improved.The service areas have been able to support the basic functional needs of the public.Recently,the speed of expressway construction has slowed down,and the service areas have also focused on quality improvement.The operation and management of the service area is directly related to the public.It has been the focus of the government and the public.The service areas have actively transformed,actively expanded the diversified and characteristic development path of the”service area+",and established brand management and the chain management model,but at the same time,the foundation of human resource management is weak,and the problem of salary management is increasingly prominent.We should take advantage of human resources,attract and motivate talents through salary,and meet the needs of enterprise transformation and development.it is a problem that enterprises need to think about and solve urgently.This article takes the primary managers of the service area as the main body of research and conducts.It attempts to optimize the design of the salary incentive management of the primary managers of the service area by combining theory and empirical methods.First of all,briefly introduce the basic theory of compensation incentives,analyse the current compensation system of company C,on this basis,design a salary satisfaction questionnaire,then,analyze the results of the questionnaire,find out the problems of the salary system from the personnel composition,salary combination,and incentive impact,point out the main problems including the unreasonable salary system structure,lack of long-term incentive mechanism,single salary combination,etc.,and then proposed the salary optimization design plan of the primary managers.Finally,propose the effective safeguard measures,in order to ensure the salary system and prevent the risk.The research on the salary system of the primary managers in the service areas can effectively solve problems of the human resource belonging of the enterprise,and encourage the primary managers to effectively establish the goal integrating the enterprise development strategy and the personal development.l hope the optimized salary design plan can better satisfy the personal planning and psychological expectations of employees,and provide ideas and reference for the salary system reform of similar companies.