Research On Compensation Incentive Optimization Of Software Expatriate Employees In R Company

With the arrival of the information age society and the development and application promotion of new technologies such as mobile Internet,Internet of Things,big data,cloud computing,blockchain and artificial intelligence,the traditional industry has gradually begun to enter the digital transformation.The demand for software technology service outsourcing and the value of its personnel are also constantly improving,but the management of software expatriates is often overlooked.With the impact of the COVID-19 epidemic in recent two years,it has caused a certain impact on all industries,and also intensified the competition among enterprises.In this situation,the ability to retain and attract high-quality talents is the foundation for the stable and sustainable development of the enterprise.A set of scientific and reasonable salary system plays a key role in employee motivation,and plays an active supporting role in attracting,screening and retaining excellent employees,making enterprises more competitive.R company is a software enterprise with a certain scale,and its software expatriate business and software expatriates occupy an important part.At present,the salary system of R Company is no longer applicable to the actual situation of software expatriates,so it is urgent to design a set of salary system matching it.This paper takes the software expatriates of Zhirong Technology Business Unit(hereinafter referred to as Zhike Business Unit)under the intelligent IOT business segment of R Company as the research object,focuses on the theme and combines with the actual situation,carries out further research on the basis of reference and reference to previous scholars’ research achievements,and analyzes the company’ s current situation and salary system,Through the method of questionnaire survey,this paper investigates the current situation of the salary system and employee satisfaction of R company’ s software expatriates,and makes statistical analysis of the data obtained from the questionnaire survey,so as to find out the problems existing in the current salary of R company’s software expatriates,including: weak competitiveness compared with the same quality enterprises,lack of fairness in salary levels,lack of effective assessment mechanism for performance pay Lack of effective competition mechanism and effective welfare mechanism.These problems will affect the future development of the company,the reserve of outstanding personnel and the business relationship with customers.After further analysis of the causes,the main reasons for these problems are: the compensation management mechanism does not match the company’s strategic development strategy,the lack of effective post value evaluation,the performance appraisal is not enough incentive for employees,the promotion and salary adjustment mechanism is not perfect,and the welfare mechanism is not perfect.Starting from the purpose of solving the existing problems,based on the evaluation of job value,optimize the design and improvement of salary grade,salary level and salary structure,form a set of optimization scheme for the salary system of software expatriates,and finally put forward the guarantee measures for implementing the optimization scheme of the salary system.More effectively improve the incentive of the salary system for expatriates,so that employees can better play their value and promote the better development of the enterprise.On the one hand,the subject studied in this paper adapts to the development of R Company at the current stage,and also conforms to the requirements of the company`s future development strategic objectives for compensation.It not only solves the problems existing in the current compensation of software expatriates,so that the company has certain support and protection in the acquisition and retention of talent,but also has achieved better results in the maintenance of customer relations.On the other hand,for other enterprises with similar situations or problems,it also provides some reference experience for the formulation of salary system optimization plans.