Research On The Countermeasures Of Employee Compensation Incentive For Knowledge-Based Employees In Automobile Research Center Of W Company

Automotive industry is one of mainstays in national economy,with the enlarging market and increasing consumer demand,more and more newenterprises set up,which aggregates the industry competition.Given the complexity of automotive R&D and manufacture,the requirement for engineering technician is very high.It caused auto giants are vying for technicians in hiring market especially who expertise in core technology.Therefore,how to retain and motivate talents in each company becomes fundamental basis to achieve strategy target.W automotive company is facing this challenge now.Competitors poach targeted talents from their R&D centerwith higher salary.Big amount of engineering technicians lost,it leads to low efficiency during new products research and development,meanwhile core technology is leaking,which severely influence enterprise competitiveness.Revolution for compensation incentive mechanism is pressing needed internally.This article study on R&D center of W automotive company,based on the summary of compensation incentive research and theory,to analyze resource allocation within company,investigate employee satisfaction questionnaire and interview management,according to the problems existing and root cause analysis,These include low satisfaction with the overall salary level,lack of market alignment in the salary of highly effective personnel,lack of a platform to guide employees to earn higher salary,lack of flexible and diversified incentive methods,and insufficient management concepts and abilities of leaders in resource allocation.Of W company’s characteristics and the status quo of the salary incentive mechanism is analyzed,and the reasons of the problems,combined with relevant theory of mining companies found composition and structure of the compensation current caused by unreasonable staff low income perception,guide the allocation of resources is not clear,the idea behind,lead to highly efficient personnel salary external competitiveness is not strong.In addition,there is also a lack of demand-based incentive schemes for different groups in terms of incentive measures,and there are no effective measures in the cultivation of leadership compensation management ability.Combined with the causes of the problems,this paper proposes targeted measures to solve the compensation incentive.propose the optimization plan,including redesign compensation system,set up employee demand differentiated incentive system,establish incentive packagemode,create Amoeba management concept based resource realization mode of internal marketization etc.The study is on the basis of cutting edged compensation incentive management concept and practice,but do redesign and implement according to state company business environment,it upgrades compensation incentive management level,to some extent improves incentive effectiveness,and provides valuable reference for other knowledge-intensive enterprises.