Study On Employees' Compensation Incentive Institution In Small And Medium-sized Private Enterprises

From the reform and opening up to now, small and medium-sized private enterprises have gone through the course of thirty years of development. Because of their increasing number and growing strength, they have become an indispensable force for China's economic boom. But by the financial and material constraints, small and medium-sized private enterprises lack of scientific human resources management system, especially in the compensation incentive, due to the failure to establish a business development strategy in line with their own system, resulting in an inability to push forward the construction of the internal talent. Thus, it severely restricts the core competitiveness and continued implementation of the strategy. Therefore, building "based on reality, for long-term, reflecting the value of talent" compensation incentive institution is becoming the most pressing current problems for small and medium-sized private enterprises. It is not only an important means to revitalize the company's internal human resources, develop their potential and update skills, but also a strong support of attract talents, bring them together and obtain the leading talents.The study takes a case of Panjin Spirit Coating Limited Company(SR company), and put the compensation incentive theory as the theoretical basis to strengthen and improve compensation incentive institution. Using research methods of empirical analysis and normative analysis, this article aims to reconstruct compensation incentive institution Consistent with small and medium-sized private enterprises. That provides practical learning for their talent management and implementation of the strategy.The study explains the meanings of small and medium-sized private enterprises and related compensation incentive theory. At the same time, this study analyses the current compensation status and employees'satisfaction corresponding to different incentive factors in SR company through questionnaires. Then, drawing lessons from the experience of haier, according to empirical data, it researches the problems and internal causes on employees'compensation incentive institution in SR company. Finally, with the concrete realities of the enterprise, this paper put forward relevant measures from seven angles, in order to optimize the compensation incentive institution, and strengthen employees'compensation satisfaction, thereby enabling enterprises into healthy and stable development track. These measures include:establishing a modern compensation management concepts, promoting the standardization of compensation design process standardization, optimizing the compensation structure, highlighting the fairness and transparency of the compensation distribution, establishing a scientific performance appraisal system, building a dynamic adjustment mechanism, impelling employees'career development.