| In September 2014,at the Summer Davos Forum,Premier Li Keqiang proposed that a wave of "mass entrepreneurship and innovation" should be launched on 9.6 million square kilometers of land to form a new trend of "everyone innovation and innovation for all".Since then,he has frequently mentioned the words related to innovation and entrepreneurship on many occasions,and almost every time he visits somewhere,he always meets and chats with local creators.In 2015,Premier Li Keqiang officially put forward the concept of "mass entrepreneurship and innovation" in the government work report.On September 18,2018,the State Council issued "Opinions on promoting the high-quality development of innovation and entrepreneurship to create upgraded edition of innovation and entrepreneurship”.Over the past few years,the government has been continuously encouraging entrepreneurship and innovation from various aspects,including taxes reduction,simplification of administrative approval procedures,protection of intellectual property rights,introduction of talents,cultural propaganda and so on,while the society has also formed a wave of mass entrepreneurship and innovation.In March this year,Premier Li Keqiang announced that 6 million new enterprises were registered in China last year,3.5 million more than 2.5 million in 2013.According to Phoenix Information,in 2017,the average number of registered enterprises in China reached 16,000 per day.Although there is countless succession of people,the success of entrepreneurship is by no means easy.There are also many problems in the process of entrepreneurship,such as shortage of funds and low market share and so on.The most important and difficult one of which is the shortage of talents.Start-up enterprises cannot attract high-quality talents because of lack of funds,lack of visibility,small platform and other factors.This is also the main problem faced by most small and medium-sized enterprises in the process of start-up.And the bad thing is that it will be difficult to promote the long-term development of enterprises if they cannot attract talents,which seems to be a dead end.The similar concepts of "talent is the first productivity" has been deeply rooted in people’s mind,but how to attract high-quality talents is still a big problem.This paper takes the salary design scheme of S company as an example to study and analyze the problems that may arise in the current human resource management and salary management mode of S company according to the relevant theories,then finally verify and analyses the problems through the research data.This paper tries to redesign human resources strategy and salary strategy of S company from the perspective of company strategy realization.According to the new human resources strategy,the organizational structure of S company is redesigned,and the 28-factor analysis method which is more suitable for the industry is selected to re-evaluate all the positions of S company.Then through the horizontal comparison of the annual industry salary data obtained from different channels and the company’s new salary strategy,we choose a competitive salary positioning,and finally the company’s salary plan is decided according to this standard.The innovation of this paper lies in the long-term incentive plan.According to the characteristics of S company,this paper draws up two long-term Incentive schemes-Fission Entrepreneurship and TUP Incentive Scheme for the different work nature of different business sectors.These two schemes are suitable for the development status of S company and provide new impetus for the innovative road of S company.At the same time,it also provides a new management idea for the platform companies in the start-up.The third and fourth chapters of this paper will elaborate the new salary scheme from the salary strategy,salary structure and salary plan.The fifth chapter will expound two long-term incentive schemes.This scheme helps S company to enhance its competitiveness of the company and motivate employees;reorganizes the post allocation of S company,which effectively improves the allocation rate of resources;optimizes the performance appraisal program,making the appraisal more targeted,as well as improving the enthusiasm of employees;improves the company ’salary performance system,making the company’s human resources management more standardized;creates a positive and upward atmosphere in enterprise,conveying the company’s cultural concept,changing the company’s original blind style of fixed salary,which makes salary management more scientific,and reduce the rate of talents drain.The introduction of equity incentive scheme makes the company units one.This paper takes the background of the times as the premise,the actual case analysis as the breakthrough point,the scientific research as the method,and take the S company as an example to study the key points of the salary performance design of start-up enterprises.I hope that we can refine the elements through this study.It provides new way of thinking for the salary management of start-up enterprises,and improves the level of human resources management to lay a good human resource foundation for the success of entrepreneurship. |
