Research On Enterprises Salary Incentives Of FAW Group Corporation Independent System

With the advent of economic globalization, many multinational companies flock to China, the competition of the domestic market becomes fiercer. In order to be surviving and develop in the cruel marketing competition, enterprises must have outstanding managerial talents. As the core of management personnel, Enterprises management personnel are one of the key elements that affect competitive strength. How to fully incent business managers to create greater value for the enterprise to achieve maximum performance is an important task of the current enterprise human resources management.In this thesis, author combines with years of experience in the FAW in compensation management and learns from the successful experience of domestic and foreign enterprises to explaine main problems of salary Incentives of FAW Group Corporation Independent System. For state-owned enterprises in a specific environment and conditions, I have proposed designing plan to improve the enterprises salary incentives of FAW Group Corporation Independent System, it includes four aspects: Improve the salary system for the distribution system. Gradual long-term incentives, such as pension incentives to implement policy, a subsidiary of the conditions are ripe pilot stock options, stock options, simulation, system operators to share or bond excitation and long-term incentive plans. Enterprises appropriate increase in special benefits and implement personalized benefits package system. Complete relevant support mechanisms, such as improving their selection and appointment system and operator performance management system, establish enterprise managers honor incentive system, strengthen the Group's subsidiaries control efforts, synergy among the various systems, we can obtain the best incentive effect.