X Construction Enterprise Overseas Dispatch Staff Salary Incentive Optimization Research

In recent years,China’s construction industry has developed rapidly,resulting in a large number of strong construction enterprises.Driven by the wave of economic globalization and China’s "the Belt and Road" initiative,more and more construction enterprises have opened up overseas markets,and with that,more and more overseas dispatched employees.However,with the rapid development of overseas business in the construction industry,many companies still have problems in incentivizing the compensation of overseas dispatched employees.Overseas dispatched employees are important human resources for the smooth landing and normal operation of foreign-related construction projects,and their work efficiency directly affects the cost-effectiveness of overseas projects.The salary incentive for overseas dispatched employees is the most important factor determining their work efficiency.Therefore,how to improve the salary incentive level of overseas dispatched employees and thereby improve the overall quality and efficiency of overseas construction projects is a problem worth studying.This article first introduces the research background,purpose,and significance of salary incentives for overseas dispatched employees,and summarizes domestic and foreign literature on salary incentives for overseas dispatched employees;Subsequently,this article provides a detailed introduction to strategic compensation theory,incentive theory,and internal customer theory.Based on these theories,a comprehensive analysis was conducted on the current situation of compensation incentives for X Construction Company’s overseas dispatched employees through questionnaire surveys and field research.It was found that the company has deficiencies in overseas compensation strategies,a lack of a global compensation system and incentive mechanism design,and unclear regional differences in compensation The bonus distribution method cannot reflect a series of issues such as fairness and limitations in welfare coverage.In response to these issues,this article proposes improvement strategies from two aspects: salary strategy and salary design,with a focus on optimizing and improving basic salary design,bonus design improvement strategy,and welfare design.Through the research on the compensation management of X Company’s overseas dispatched employees,this article draws the following conclusions: firstly,there are many optimization spaces in X Construction Company’s overseas compensation incentive system,which can be improved from aspects such as compensation strategy and compensation design;The design of the second salary incentive system should fully consider a series of factors such as the overall strategic planning of the enterprise,cost-effectiveness,regional differences,cultural differences,and fairness.Thirdly,in the current turbulent international economic situation,improving the salary incentive level of overseas dispatched employees is of great significance for the high-quality development of enterprises’ overseas business.