Research On Optimizing Salary Incentive System Of Staff In ST Design Institute Subway Branch

As a knowledge-intensive enterprise,the core competitiveness of state-owned survey and design enterprises is those employees with professional knowledge and technology.In the new era,due to the deepening reform of public institutions and the change of social concepts,the advantages of state-owned survey and design enterprises in terms of system have been weakened to a certain extent.At the same time,with the increasingly fierce competition among enterprises for talents,the survival risk of state-owned survey and design enterprises has greatly increased,which forces enterprises to pay more attention to efficiency in the use of human resources.In this case,the proportion of responsibility of salary and incentive system in enterprises is becoming more and more important.How to stimulate the subjective initiative of employees and how to effectively mobilize the enthusiasm of workers has become the main research direction of human resources management in state-owned survey and design enterprises.This paper takes the middle and grass-roots employees of ST Design Institute as the research object,carries out a survey on their salary satisfaction through questionnaire,and summarizes and analyses the survey results,summarizes the problems existing in the current salary incentive system of ST design institute’s Metro branch and the causes of the problems,and based on the analysis results of the questionnaire,combines with relevant incentives.Based on the theory and the actual situation of the subway branch,the salary incentive system for employees is optimized after formulating optimization objectives,establishing core ideas,grasping the key points of optimization design and defining the key links of optimization design.Firstly,this paper achieves the goal of fair salary distribution by optimizing the organizational structure of the subway branch and the way of salary distribution of the subway branch,and optimizes the salary structure of employees to meet the requirements of salary incentive in the survey results.Secondly,on the premise of the above conditions,through the design of basic salary and project bonus of employees in subway branch,to stimulate employees enthusiasm for work.Finally,taking the project department A of subway branch in 2017 as an example,this paper calculates and compares the income of employees in the project department before and after optimization,which proves that the optimized salary incentive system can really achieve the desired purpose.In order to ensure the smooth implementation of the optimized salary incentive system,starting from the actual situation of the Metro branch,this paper puts forward three major safeguard measures,namely,organizational safeguard,personnel safeguard and institutional safeguard.The conclusion of the study effectively optimizes the salary incentive system for employees of ST Design Institute Subway Branch,and can also provide reference for the design of salary incentive system for state-owned survey and design enterprises or other knowledge-intensive enterprises.