Research On The Incentive Problem Of Senior Managers In G Company

In the modern enterprise system,the salary system is a very important content,and in the era of knowledge economy,the top management of the enterprise is one of the most core assets of the enterprise.Under this background,how to give full play to the salary incentive of the enterprise so as to promote the enterprise senior managers to contribute better to the development of the enterprise has become the hot topic of the times.Based on this,we study the compensation incentive of top managers of G state owned company(hereinafter referred to as G state-owned company).The main research of this paper is to analyze the current situation of salary incentive management of senior managers in G state-owned companies-the problems in the salary incentive management of senior managers in G state-owned companies through related literature analysis,second-hand information consulting and questionnaire investigation-Analysis of the problem of salary incentive management of senior managers in G state-owned companies Reasons-aiming at the problems and reasons of the salary management of G state-owned company's top managers,it puts forward the research and implementation methods of targeted improvement measures.Through the research of this paper,it is found that:firstly,the compensation incentive of senior managers of G state-owned companies mainly includes basic salary,performance bonus,welfare and related subsidies.However,the senior management of G state-owned company has low satisfaction with the performance appraisal system in the compensation incentive mechanism.The system of performance appraisal is not perfect,the performance appraisal system is not strict,and the way of performance appraisal is unreasonable.Second,the senior managers of G state-owned companies have low satisfaction with the performance appraisal system in the incentive mechanism of the enterprise,while the satisfaction of mental incentive measures is relatively high in all evaluation indexes.On the whole,the average satisfaction of senior managers on the compensation incentive mechanism of the enterprise is 2.815 points,which is not very satisfactory to the general satisfaction.Third,one is the salary system needs to be perfect,characterized by relatively low pay levels,compensation standards and post value does not match,pay time is not reasonable,pay level gap is big,the performance appraisal weight to pay income share out bonus is low.secondly it is to ignore the pertinence of salary incentive,show the variation of work seniority,job content,thirdly is the professional development incentive system is imperfect,characterized by the lack of good training motivation,lack of career planning.fourthly,performance assessment and incentives to perform is fit,show the index system of performance evaluation incentive design problems and performance ineentive appraisat imptementation problems.Third,top managers compensation incentive mechanism of state-owned company caused by G reasons include:unreasonable salary structure setting,reward form a single,state-owned companies pay unfairness phenomenon is caused by G the immediate cause of welfare incentive pay is not high;Strategic and targeted lack is the core reason for the existence of salary incentive system of senior managers in G state-owned company;The imperfect content design and evaluation system of mental stimulation is also one of the important reasons for the failure of the compensation incentive mechanism of the company.Finally,the current G state-owned company has not yet formed modern performance appraisal management mode,lack of salary incentive supporting performance appraisal system,the incentive of top management still is given priority to with the traditional simple examination.Aiming at these problems,to optimize construction of G state-owned company top management compensation incentive system,the specific measures include:one is to build rich incentive compensation incentive system,including a clear incentive to compensation function,the design of the science of material incentive standard,design various forms of compensation incentive mode;Second is to improve the salary incentive system based on performance evaluation,including based on job analysis to determine the performance goals,and set up scientific and reasonable performance evaluation indicators and methods,perfecting the performance evaluation results of application and complaint system;Thirdly,strengthen the equity and spirit incentive,including the equity incentive,the construction of a perfect commendation system,the building of the incentive enterprise culture;Fourthly is the development of science and design G state-owned company top managers incentive system,including the role of top management career development motivation,top managers career development motivation of concrete implementation steps,establishing perfect top managers training system,build perfect top managers career paths.