| Compensation has always been an important means and standard to reflect the value of personal labor.In the history of our country,the compensation system has been reformed several times,and its motivation is to adapt to the development of society,and the motivation is the demand of workers.A reasonable salary system can increase the core competitiveness of enterprises,maintain the vitality of human resources and stimulate the enthusiasm of employees.However incentive pay system is not only involves material things,our country enterprise for incentive pay system understanding is not correct,in terms of setting salary system exist unreasonable situation.[this part can be merged into the first paragraph.After the introduction of the compensation system,it is important to point out the role of China telecom in modern enterprises.You can mention what's going on in the real world,so you have to look at this topic.That is the purpose and significance of the research.China telecom group co.,LTD is a large state-owned enterprises in our country,the number of employees is numerous,between industry,the competition between enterprises has gradually from the hard power competition into soft power-the competition of the human resource management and talent reserves.China telecom corporation has an unreasonable talent structure and low quality of management personnel in the compensation incentive system,which greatly restricts the development of enterprises.In this paper,the branch of China telecom chuxiong LuFeng branch as an example,combined with maslow's hierarchy of needs,dual factors theory,x-y theory,expectancy theory,ERG theory,etc.,and analyzed the China telecom group company and LuFeng sticks in the present situation of the compensation incentive system,for its floating in a fixed salary,salary,welfare and security of the salary system of China telecom LuFeng sub-branch of the redesign,and verify the rationality and salary system design for China telecom group company provides reference. |
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