Research On Improvement Of Incentive System For Lingyue Private Fund Co.,Ltd.

In recent years,with the rapid development of China's private equity industry,China's private equity funds as a new and efficient financing tool,in all stages of enterprise development,through the VC,PE,PIPE,mergers and acquisitions,and other forms of equity investment fund,by doing this,enrich the traditional enterprise outside financing,debt financing effectively promote the reform and development of China's investment and financing mechanism.In particular,the introduction of the partnership enterprise law in 2007 and the interim measures for the supervision and administration of China's private equity funds in 2014 has pushed China's private equity investment industry to a stage of white-hot competition.The development of enterprises depends on talents.As a private equity enterprise in knowledge-intensive industry,talents become the decisive factor for its survival and development,while effective and positive incentive system directly affects the work attitude and work quality of employees.Perfect incentives,therefore,not only for making the goals of the enterprise and staff's personal goal become consistent,also stimulates the enthusiasm of employees,and for the key positions and core force to build a stronger sense of belonging,for young staff planning more reasonable career development path,further more,for enterprises to retain talents,attract talents,provide talent guarantee for the further development of the company.This paper selects Guangzhou LingYue private fund company as the research sample,conducts an in-depth study on the company's current employee incentive mechanism,and explores its existing problems in the current incentive mechanism.First,in the promotion incentives,the lack of rank promotion channels and the lack of rank promotion indicators make the promotion incentive mechanism useless.Second,in the salary incentive,there are some problems such as the lack of flexibility in the salary design,the poor performance guidance of the salary concept and the lack of scientificity in the setting of performance indicators,etc.As the most direct labor return,the salary is difficult to mobilize the enthusiasm of employees.Third,in the performance incentive,the link between the performance appraisal result and the performance bonus is not strong,the project performance incentive only considers the positive incentive ignoring the constraint factors,the performance result application channel is a series of problems,so that the incentive has lost the core value.Fourth,in the honor incentive,the problem caused by the lack of honor incentive makes employees lack of the implicit incentive guide.After in-depth study,aiming at the incentive problems existing in the enterprise,the following optimization schemes are obtained: optimize the promotion incentive mechanism by improving the double-channel mechanism of career promotion to clarify the performance and ability standards of promotion.As an intuitive and effective incentive means,salary level and market standard should be set,and pay bandwidth and different pay schemes for the same position should be realized.Establish a sound organizational performance assessment mechanism that matches the industry and is closely combined with the salary.Through the setting of regular incentive mechanism and special performance assessment,the positive incentive mechanism can be achieved for employees.Through the illegal business responsibility scheme,the constraint mechanism can be formed for employees,so that the positive and negative incentives can be combined to realize the correlation between rewards and punishments.To enrich the spiritual needs of employees,we should construct the incentive mechanism of enterprise honor and set up various kinds of honor awards and the combination of honor incentive and material incentive.Employee motivation is closely related to the development of enterprises.This paper tries to establish a complete employee incentive system from the perspective of human resources to assist employees and enterprises to develop together.