Research On Salary Incentive Mechanism Of Enterprise Key Employee

As the further development of economic and the globalization, the use of the talents becomes market gradually in China. The need of talents becomes more and more.Along with the deep development of foreign-fund enterprises in China, most of domestic enterprises are the training base of the talents. Most foreign-fund enterprises attract talents by paying high salary or non-salary way, which makes a lot of key employees' turnover. Also a lot of knowledge and custom relationship lost with the employees. This all causes high attention of human resource management.Our knowledge of motivation tells us that people do what to satisfy needs. Before they do anything, they look for payoff or reward. Many of these rewards—salary increases, employee benefits, preferred job assignments—are organizationally controlled. While we previously discussed some organizational rewards programs, we should spend a moment to describe rewards that are under managerial discretion and the important role they can play in influencing employees' behavior.First, we define what key employee is. Different from the general staff, the key employee has their own characteristics. They represent the direction of the culture and the strategy in enterprises. They develop with the development of the enterprises. High rate of turnover, high level of demand, and the irreplaceability also are their characteristics. So the department of human resource management has to design special program.In traditional incentive system compensation and benefit has always been a primary part. The traditional C&B (compensation and benefit) system focuses on the motivation of the economic reward, which are the basic part of motivation system. Such as salary, wages benefit and so on. Undoubtedly, the traditional economic rewards play a very important role in the field of employee management, so we design the reward system by position, and the staff development in two or more ways. It becomes more and more limited for Key workers. It is lack of consideration of the goal of human resource management and strategy of the enterprises. So it can't reach the objective as we design. The traditional salary strategy is in encouraging the key employee's target is lack of means, the result isn't obvious, so it can't motivate the creative and aggressive. And it can't make the salary strategy a kind of direct extension of the enterprise strategy, the finance strategy and the human resource management strategy, which results in failing in motivation .Therefore, we should design the total rewardsFurthermore the total rewards almost contains all the incentive factors, and covers every level of demands of employees, accordingly it's a trend of compensation management's developing. According to the currency degree, the total rewards can be plotted out two parts. One is the economic reward, It contains the traditional C&B factors; the other is the non-economic parts, which is the core in the total rewards. It covers intrinsic factors what can motivate the key employees, such as the feeling of achievement and respect, the good career prospect and so on. These invisible factors are the most pivotal incentive power.