Research On Front-line Employee’s Compensation Incentive Scheme Optimization Of T Elevator Company

Since the reform and opening up in 1978,China’s economy has developed rapidly,and with the continuous improvement of the reform system,China’s economy has shown great vitality.Following the economic development,the number of elevators produced in China has been on the rise in recent years.The good market potential of China’s elevator industry has also attracted many foreign investors to invest in China.Some well-known elevator companies such as Wittur of Germany and Savera of Spain have successively invested and established joint ventures in our country,and some elevator parts and accessories companies have also developed rapidly due to the massive increase in demand.Therefore,the competition among China’s elevator companies has become increasingly fierce,and they want to occupy a place in the invisible market.Enterprises should pay attention to their own abilities,especially the abilities of employees.However,many companies have not paid attention to it due to outdated concepts and lack of corresponding experience,or even if they have taken it seriously,they have not formulated a scientific and effective salary incentive system.Taking the front-line employees of T Elevator Company as the research object,the paper studies the issue of salary incentives.In order to discover the existing problems scientifically and comprehensively,the author firstly states the salary and salary incentives of T company’s front-line employees,and then uses a questionnaire to the front-line employees of T company and finally found that T Elevator Company has problems such as the low satisfaction of the front-line employees’ compensation,the poor effect of the front-line employees’ internal incentive,the front-line employees’ welfare incentive lack of flexibility.The reasons for these problems are mainly due to the managers paying little attention for the reward management,ignoring spiritual incentives,the results of performance appraisal influenced by subjective factors,and the lack of the front-line employees’ career planning and capacity training.The author applies and combines the Comprehensive incentive theory and the theory of dynamic adjustment of compensation,which is related to compensation management and compensation incentive,to optimize the compensation incentive scheme of front-line employees in T company.In this regard,this article combines the theory of salary management and salary incentives to optimize the design of the salary incentive scheme for the front-line employees of T company.First of all,the overall principles of the optimization design of the compensation incentive system include the principle of fairness,incentive principle,strategic orientation,economic principle,people-oriented principle,and dynamic principle.Secondly,the design of the salary incentive system is mainly carried out from four aspects,namely basic salary,variable salary,welfare salary and dynamic adjustment salary.Finally,from the perspective of training incentive and employees’ career planning,compensation incentive program to complement and make it complete.At the same time,T Elevator Company should take some necessary safeguard measures,such as perfecting enterprise incentive system and strengthening management consciousness,in order to make the salary incentive plan of front-line employees smoothly carry out and implement,establish a complete enterprise management system and build a good corporate culture.Therefore,the effect of the salary incentive scheme in the implementation process is not compromised,and it retains and attracts talents for T Elevator Company.