Research On Optimization Of Compensation Incentive System For Knowledge Workers In LWZG Group

With the rapid development of knowledge economy,the 21 st century has become an era of talent competition.Human intelligence and cultural level play an increasingly important role in the production and development of enterprises,and the quality requirements of workers are also increasing.In the era of knowledge economy,talents who master some special knowledge and skills in the industry have become the core competitive resources for the development of enterprises.We collectively call such human knowledge workers.Knowledge workers are mostly distributed in intelligence,technology and information intensive enterprises,and they are engaged in high-tech jobs.They have distinct personalities,strong learning and innovation abilities,and diversified demands,which are the key objects of the implementation of the enterprise incentive system.There are various ways to implement incentive in enterprises,among which salary incentive is the main way.Salary reflects the work performance of employees and the importance of enterprises.A reasonable salary belt can bring employees a sense of security and a sense of security for future expected risks,and enhance the sense of trust and belonging to enterprises.How to be different from ordinary employees to achieve fair,objective and reasonable treatment of knowledge-based employees,to pay as a means of stimulation,from the spiritual and material aspects to meet the psychological expectations of knowledge-based employees,in order to achieve the purpose of improving the self-worth and social status of knowledge-based employees.Enterprises seize the opportunity to develop a scientific and reasonable salary incentive system,which can fully stimulate the enthusiasm,initiative and creativity of knowledge-based employees,reduce the company’s operating and management costs,and help enterprises stand out in the fierce market competition.Therefore,it is necessary to optimize the salary incentive system of knowledge workers.This paper focuses on the optimization of LWZG group’s knowledge-based employees’ salary incentive system.Based on the relevant theories of salary incentive,literature research,investigation and research are the main research methods to improve LWZG group’s knowledge-based employees’ salary incentive system.This paper first discusses the background and significance of the research,the main contents and methods to be explored.After summarizing the existing research results at home and abroad,combined with the demand characteristics of knowledge-based employees and related theories of salary incentive,LWZG group carried out an investigation and Research on theoptimization of salary incentive system for knowledge-based employees,and the problems faced by LWZG group Through the analysis of the data obtained,this paper designs the salary incentive system of LWZG group’s knowledge workers from the aspects of salary structure,broadband salary,learning and training,career planning,equity incentive and so on.Secondly,from the aspects of creating a good environment and individual development space,maintaining efficient communication,carrying out care and incentive,respecting and recognizing the ability of employees,broadening development and promotion channels,encouraging knowledge-based employees to participate in enterprise management,strengthening the social security and social welfare construction of employees,we have formulated the guarantee measures of LWZG group’s knowledge-based employees’ salary incentive system to further improve the incentive effect,Promote the rapid development of the company.At last,the paper summarizes and prospects the whole paper.As a whole,this paper is helpful for LWZG group to understand the status quo of the internal knowledge workers’ motivation,to formulate targeted improvement measures,and to other enterprises in the same industry.