Long-term Compensation Incentive Design For NPE Key Position Employees

Competition among enterprise eventually is the Competition of talents.As the foremost core human resource in the company,key personnel is the one who directly interpret the marker value of products and the support of the economy in the enterprise.Take beverage enterprise for an instance,as a sales-based FMCG industry,the efficiency of the key personnel in the Sales Department corresponds to the increase or decrease of the sales volume,and the core personnel in the factory production department correspond to the production efficiency,therefore,the position of key post personnel in the various work of the enterprise is becoming more and more evident.So how to motivate the high efficiency of this kind of talent is becoming a critical concern of every beverage firm.Salary incentive is an important means of human resource management in Enterprises,Effective salary incentives can motivate employees' work motivation,and transfer the enthusiasm and creativity of employees,attract and retain talents,so as to better achieve the strategic goals of enterprises.Long term salary incentive can avoid the short-term behavior and pay attention to the long-term development of enterprises.So the salary incentive is the core work of modern human resource management,and the long term salary incentive is one of the important means of salary incentive.The NPE company is an international famous FMCG company,which integrates the production and sale of products,this paper takes the key post personnel of NPE company as the research object.As a background that the actual situation of the pressure on the retention of talent caused by the current unrest of the company,it leads to many problems of NPE company's incentive system in key post personnel.We hope to find out the incentive methods suitable for our company through the follow-up study,and can also provide more reference for similar enterprises in China.According to the Maslow's hierarchy of needs and Herzberg's Two-Factor Theory,when the low level needs of key post personnel satisfied,they will hope to meet higher level needs,then the enterprise must be meet these needs into measures of incentive factors can really play a role in stimulating,all this pointed out the direction of the future;Also,Schultz's human capital theory and Weitzman's sharing economic theory provide a theoretical basis for the study of this paper.This paper also analyzes several commonly used incentives in enterprises,such as equity incentive,option incentive,cash sharing and so on,and finds out suitable incentives for our company.Based on the analysis of the operation of NPE company's organizational structure and the existing incentive system of human resources,a more systematic definition and distinction is made for the key positions set up in NPE company.After the analysis of the key positions in NPE company incentive mechanism operation situation,aiming at these key positions and set up a series of questions,by way of a questionnaire survey to the compensation satisfaction,by analyzing and combing survey data,find the problems in the operation mechanism of salary incentive and the reasons.Accordingly,in key positions within the company to implement the necessity of long-term incentive from different angles,external and internal,the actual situation of NPE company's salary incentive system based on the basis of the relevant theory,using survey data support,set up key positions salary incentive model,and establish the long-term incentive mode of cash plan and based on the design elements.Finally,we design a long-term salary incentive system for NPE company,which is the key position of the company--the "excess profit sharing plan",which provides more ideas for NPE's salary incentive operation.The long term salary incentive operation mode of NPE company based on cash improves the management efficiency of employees' salary incentive in key positions,and also brings new ideas for similar businesses in FMCG industry.