Research On Optimization Of Staff Salary Incentive System In M Automobile Development Co.,Ltd

In 2019,the development of China’s automobile industry is facing the current situation of "National Five and Six standards" switch.The overall automobile sales market is depressed,supply and demand have shrunk significantly,coupled with the sudden impact of COVID-19 epidemic,consumers’ wait-and-see mood spreads,which adds to the impact on the automobile sales market.Effective salary incentive can make employees concentrate on and contribute to the development of the company.We must use dynamic research method to explore the employee’s compensation incentive system.Among them,auto sales staff is an irreplaceable human resource for auto dealership companies.They bear the responsibility of maintaining the relationship between auto users and dealership companies,which greatly affects and affects the company’s profitability and development direction.Therefore,how to establish a system of attracting,cultivating and retaining marketers,and fully utilizing the enthusiasm and innovation of marketers,has become one of the important content of the decision-making and management of current automobile dealerships,and as an important adjustment Means,the compensation system still plays an irreplaceable key role.Based on Maslow’s hierarchy of needs theory,Herzberg’s two-factor incentive theory,Locke’s goal setting theory,Expectation theory and Equity theory,M company conducts research on employee compensation optimization.Questionnaires and interviews were used to investigate and analyze the current salary situation of employees in the company.It is found that the company’s existing compensation system can achieve incentive effect to a certain extent,however there are still three major problems,such as low compensation level,different standards,unreasonable compensation structure,lacking of incentive,single evaluation of compensation plan,disregard for non-economic compensation,and imperfect modern corporate culture system.In order to effectively solve the salary incentive system,of M company currently existing problems,the author adopts optimized fixed salary,salary structure optimization,design of incentive compensation optimization,welfare,senior leaders of new incentive measures.such as economic compensation optimization method,combined with the use of unpaid incentive address employee concerns,set up the typical,humanized management,encouraged innovation,etc.The economicalcompensation optimization method and further explored the direction of compensation to be improved and optimized,and put forward countermeasures and Suggestions to optimize the compensation incentive system,further promote the company’s personnel structure reasonable,improve the enthusiasm of the company’s employees.According to the actual operating condition,the author takes dynamic optimization of staff salary incentive system,promotes the core competitiveness and evaluates company’s current operating situation,thus enable to get a set of salary incentive system which is in conformity with the enterprise’s current development,the above proposals have important theoretical and realistic significance.