Research On The Optimization Scheme Of A Company's Salary Incentive

A company is a general contractor of construction.In recent years,with the rapid development of construction industry,A has also caught up with the rapid development of our industry.However,the shortage of high-quality talents in A has hindered the further development of the company.How to cultivate talents and retain talents is a difficult problem facing A company.Therefore,it is imperative to design a set of compensation incentive scheme suitable for the long-term development of A company in the environment of strong mobility of personnel,especially the senior management personnel.On the basis of the in-depth analysis of the current salary incentive status of A company high,middle,grass-roots and foreign personnel,this paper reveals the existing problems and causes of the current compensation incentive in A company,and puts forward the optimization scheme and the implementation of the safeguard measures.The main problems existing in the current salary incentive of A company are: the flexibility of the post salary incentive is weaker than the positioning of the market,the allocation of compensation pays attention to seniority,the discrepancy expenditure of the salary incentive policy is not obvious,and some employees have no incentive to pay.The reason is that the value of the performance of the job responsibility is not closely related to the incentive policy of the salary.The material level and the spiritual level of the salary incentive have not been balanced and differentiated in the process of management,and the sense of belonging of the working environment of the staff is not good.In view of the existing problems of the current salary incentive,the paper optimizes the salary incentive of the senior,middle,grass-roots,and external personnel according to the matching of post and post duty,the matching of employee value and evaluation effect,and the matching of income and contribution.Obstacles,practical guarantee,supervision and guarantee five aspects of the implementation of the optimization plan safeguards.The research results of this paper not only have important significance for the A company to improve the existing salary incentive system,retain talents and use good talents,thus promote the further rapid development of the company,but also provide important reference for similar companies to improve the existing salary incentive system.