Research On Compensation Incentives Of DF Construction Company

With the deepening of reform and development,the construction industry has become an important driving force and pillar industry for the development of the national economy the construction industry has increasingly become an important driving force for the development of the national economy.The small and medium-sized construction industry has made significant contributions to economic development and employment.In recent years,the development of the construction industry has faced external problems such as slowing macroeconomic growth,rising labor costs,environmental protection,and other internal problems such as low employee enthusiasm,slack management,and high employee turnover rate.As a small and medium-sized construction enterprise,DF company has found problems in the past few years:unclear salary distribution,inadequate cost control,inadequate incentive system,insufficient incentives and punishments etc.These problems directly or indirectly lead to the slowdown of the company's business development and profitability.The ability continues to decline.On the other hand,it also faces a series of problems such as high turnover rate of core personnel such as the company's operation and technology,poor continuity of work,negative attitudes of employees,and low quality of employees.This paper starts with the analysis of the existing salary incentive system of DF Construction Company,based on the salary and incentive theory,and optimizes the existing system based on the actual situation to achieve the purpose of motivating employees and obtaining core competitiveness.This paper first expounds the background of the research,and proposes a research framework based on the analysis of existing research at home and abroad.Then the analysis of the salary and incentive theory lays a theoretical foundation for the follow-up research.Through the questionnaire survey,the current human resources status and salary incentive system of DF company are analyzed,and the problems are as follows:the employees are older and have lower education qualifications.The salary organization is unreasonable,lacking internal and external fairness and so on.Starting from solving the actual problems of the company,under the guidance of the compensation system optimization method,the compensation incentive optimization plan is designed through the post value evaluation and other measures;finally,a number of safeguard measures are proposed for the implementation of the salary optimization plan.This research can not only solve the problems existing in DF's current salary incentives,but also better motivate employees to take the initiative,further form the core competitiveness of DF company,promote the long-term stable development of the company,and provide reference for small and medium-sized enterprises of the same type.