Research On Optimization Of Salary Incentive System For Project Managers In ZJ Company Based On Synergy Theory

Profit is one of the important conditions for the rapid development of enterprises,and construction enterprises are special.Projects are the main source of profits for construction enterprises,and project managers are the main responsible persons of projects.Very important.The project manager is not only a contributor of the economic interests of the construction company,the creator of the enterprise talent echelon,but also a key decision maker of project quality,schedule,and safety.Construction.Therefore,how to effectively motivate the project managers and mobilize their work enthusiasm plays an important role in the success or failure of the project and the development of the enterprise.Among them,salary incentives are one of the important means for enterprises to motivate employees.This article takes demand level theory,two-factor theory,fairness theory as the theoretical basis,takes ZJ company project manager as the research object,and studies the current status of the project manager’s salary incentive system,Using coordination theory to find the coordination of various positions,departments and organizations of the organization to form an organizational value chain,talent growth chain,customer satisfaction chain,and enterprise brand chain,and to achieve an incentive model for individuals,teams and organizations to discuss,coexist,co-create,and win-win.The results found that,first,the project manager believes that salary incentives lack external competitiveness and the company’s low salary level is also an important factor that leads to the company’s frequent talent flow;second,the company’s current short-term incentives are still effective,Short-term incentives are still satisfactory,but project managers still pay more attention to long-term incentives.If the company lacks long-term incentives,it will easily cause short-term behavior and affect the effectiveness of short-term incentives.Thirdly,the salary satisfaction of project managers with bachelor and master degrees is lower than that of college managers and undergraduates.Fourth,the company’s project managers believe that the salary increase rate is between 5% and 15%,which is the most reasonable.Therefore,it has to be viewed horizontally: the project department manager itself,the project department manager and the enterprise’s incentive system at the same rank are compared,and at the same time,the vertical to different industries,the same industry salary level,and various contents of the salary incentive system are compared.Then through the salary satisfaction survey,it is concluded that there are serious problems in the salary system of the project manager of ZJ Company: mainly the mismatch between the salary incentive system and the corporate culture strategy,the unreasonable salary structure arranFinally,it analyzes the job characteristics and demand characteristics of the project manager.According to the problems in the salary system,it proposes an optimization plan to solve the problem of the salary system of the project manager: one is to build a collaborative salary incentive system developed by the company and the project manager;two It is to strengthen the support function of the salary incentive system to the corporate culture;three is to adjust the salary structure;four is to strengthen the short-term incentive to the project manager;fifth is to strengthen the short-term incentive to the project manager;sixth is to expand the extension of the existing welfare salary.