Research On Salary Incentive Optimization For Professional Technical Personnel In The Mechanical Equipment Section Of JM Group

In recent years,JM Group has a high turnover rate of professional and technical personnel in the mechanical equipment section.The main reason is that there are some problems in the salary incentive of professional and technical personnel,which leads to the Group’s lack of attraction for professional and technical personnel.Based on this,this paper optimizes the compensation incentive of JM Group’s professional and technical personnel,improves the satisfaction of professional and technical personnel with compensation incentive,and reduces the loss of professional and technical personnel in the company.The thesis first introduces the related theoretical research of salary incentive,and then conducts a questionnaire survey with JM Group’s mechanical equipment section professional and technical personnel as a sample,clarifies the professional and technical personnel’s views on salary incentive and satisfaction,and discusses the problems existing in the compensation incentive of JM Group’s mechanical equipment section professional and technical personnel.There are four main problems.First,the professional and technical personnel are not satisfied with the salary structure.Second,the external competitiveness of the salary level is not strong.Third,the salary adjustment mechanism is single.Fourth,the role of salary incentive is not clear.In view of the above problems,on the basis of clarifying the principle of salary incentive optimization,we sorted out the optimization ideas,and then put forward specific optimization countermeasures.First,we should establish a broadband salary structure,improve the salary standards of professional and technical personnel,and increase the proportion of fixed salary;Second,increase personalized salary incentive projects,such as family care plan and technology innovation award;Third,build a diversified salary adjustment strategy to ensure that the post salary adjustment,salary adjustment and qualification certification results are related;The fourth is to enrich the ways of salary incentive,and meet the needs of professional and technical personnel’s career development by building a dual channel of career development.Finally,from the perspective of management support,management mechanism guarantee and corporate culture guarantee,the corresponding safeguard measures are proposed.Through research,this thesis has sorted out a relatively complete set of salary incentive schemes and improvement ideas suitable for professional and technical personnel,which can help JM Group fully mobilize the enthusiasm of professional and technical personnel,and also provide some reference for similar enterprises.