The Incentive Program Of Bonus Pool Designed For Key Employees Of The Internet Company Feng Qu

FengQu is a company of mobile game development based on mobile Internet.With the fierce market competition,it is more and more difficult for enterprises to recruit qualified talents.Some big and middle-sized companies then try to attract the talents from their competitors through all the kinds of methods available to them,such as increasing salary and offering better fringe benefits.As a result,FengQu finds that its personnel stability is deteriorating.In the meanwhile,the company also finds that some of its key employees complain about unreasonable incentive compensation program and show their dissatisfaction with their less generous compensation compared with other companies.For solving these problems,we examine and reconstruct FengQu's incentive program for its key employees in order to have them play their maxim initiative,to avoid their outflow and then to attract more talents from its competition.In the beginning,this thesis clarifies the background and significance of research,and presents the research content and methods.Then it describes relevant theories on which the research is based.And then it defines the key employees and analyzes the present situation of Fengqu's incentive program for the key employees,the program's problems and their causes.To solve these problems,we set up the goal for the incentive program to achieve and the principles to follow.In its main part,this thesis first describes the design and steps of the incentive program of bonus pool,which is the combination of the modern EVA dividend plan without upper and lower limits and the balanced score card assessment.According to this program designed for the key employees of the company,a bonus pool is established and the yearly dividend and bonus for them will be distributed in installments.The management is allowed to make their own decision independently for mobilizing their initiative.The thesis then explains in details the analyses and operations of our incentive program.On the calculation of bonuses,the evaluation index of EVA is more precise,more authentic and more flexible and the adoption of modern EVA dividend plan improves the ratio of effect and cost of the incentive.When the balanced scorecard card of multiple parallel indices is used,the assessment is more comprehensive,for this method takes into consideration sounder and longer development of the company.On the construction of bonus pool,the management is exhorted to pay attention to the durable potential of the enterprise thanks to the establishment of bonus pool,and the incentive for the management can achieve its full potential due to the dividend plan without upper and lower limits.On the distribution of bonuses,the permeability of the optimized incentive program including the dividend available to the key employees.On the spiritual aspects of key employees,the management's initiative mobilized by their privilege of making their own decision independently.At last,we provide the incentive program with multidimensional supports,continuous assessment and improvement in order to guarantee its smooth implementation.In addition,we also mention some of the limitations existing in the incentive program.