Research On The Salary Incentives Of S Company

This year marks the 40th anniversary of the reform and opening up.After decades of development,China's economy has taken off,the update of science and technology has accelerated,and China's manufacturing industry has been constantly innovating and changing.With the reform and development into the "deep water zone".Manufacturing in China is also rising according to the market economy in the form of competition,has entered a new stage,the country put forward the new planning in the new era,to our country from the second industry superpower to industrial powerhouse.At present our country many outstanding achievements in the field of manufacturing,but from the perspective of the people's livelihood,in many manufacturing enterprises,especially small and medium-sized private enterprises are still widespread production efficiency is low,the enterprise efficiency is lower,operation cost is too high.In the small and medium-sized manufacturing private enterprise,how to from the enterprise employment environment of increasingly high cost,low productivity,through incentives,staff work enthusiasm,improve work efficiency,and maintain a high level of motivation,so as to improve the production efficiency,eventually make the enterprise operating costs down,is this article main research direction.Talent reserve is an important soft power enterprise,is one of the main competitive resource of enterprises,enterprises want to get to keep its benign development enough talents,usually means including attract and the introduction of talent,or from their own staff training,retain talent in the end.The key question of retaining talents lies in whether the enterprise compensation system can meet the needs of employees and find a balance between the operation and development of the enterprise and the reflection of employees' own value.This paper takes the manufacturing enterprise S as an example,this paper is divided into six parts:the first part discusses the salary system and the incentive concept;In the second part,the theoretical basis of compensation incentive research is clarified through literature survey.The third part introduces the current situation of S company and the status of salary management.The fourth part is to analyze the status quo of the salary incentive of S company,and collect the data of employees'satisfaction degree of salary system in the form of questionnaire survey.Through to evaluate the existing compensation system,analyzes the reasons of the existence of unreasonable place,indicates that the main problem S company because of the lack of strategic compensation management level,scientific,management idea behind,lack of professional management personnel and method,salary system lacks flexibility,no good incentive effect;The fifth part is to redesign the compensation system from the perspective of strategy,management and staff.Proposed the concept of scientific management,the standard of salary incentive process,optimize the structure of compensation,outstanding scientific and incentive pay system,by adding performance appraisal methods and multiple elastic welfare system,to design and optimize the company S salary incentive system,with a set of relatively more scientific,more can adapt to the development of the enterprise itself on employees' incentive salary incentive system to achieve goals.The sixth part summarizes the full text and puts forward the conclusion.Meanwhile,it is hoped that the research of this thesis can provide reference for the improvement of the compensation incentive system of other small and medium-sized manufacturing enterprises.