The Salary Incentive System For The Core Technical Personnel Of Shandong M Vegetable Planting Company Was Optimized

Compensation has always been the focus of common concern between managers and employees.For management,compensation is the most direct and effective means of motivating employees;for employees,it is the most direct and effective way to motivate employees.Compensation is the most intuitive embodiment of its own value.In high-tech enterprises,whether the salary level of core technical personnel is reasonable or not often plays an important role in the survival and development of enterprises.How to design a kind of salary system with reasonable structure,high satisfaction and strong competitiveness for this part of the staff,so as to stabilize the staff and develop the scale of the enterprise,this is put in front of the managers of the enterprise.An urgent subject.This research uses questionnaire,market surveys and other methods,from the basic salary,bonus,welfare three aspects introduced Shandong M vegetable company's existing core technical staff salary system,analyzes the defects of Shandong M company's existing vegetable planting system,such as salary design unreasonable,performance appraisal and compensation of derailment the bonus no quantitative criteria,such as rigid welfare system.On this basis,combined with the domestic and foreign related theories of compensation and compensation management,the company from the domestic and foreign advanced experience,from how to optimize the salary structure,enhance the core competitiveness of jobs,improve employee satisfaction point of view,for the mountain East M vegetable planting design including job analysis and evaluation,salary adjustment,performance appraisal and compensation,welfare system,individual salary system improvement program.