Research On The Employee Remuneration Incentive System Of K Construction Enterprise

With the rapid development of China’s economy, the construction industry has increased the investment and the deficit of talents is quite large within the industry. By taking the K construction enterprise in the construction industry as the research object, according to relevant theories of industrial characteristics, remuneration and incentive, combined with the current situations of the enterprise, this paper solves the problem for the enterprise, namely the disadvantage of inflexible income, which is comparatively quite simple and composed of post wage, insurance benefits and subsidies, tries to start from diversified and rich forms of remuneration and also long-term incentive, and adopts the research method of literature, case analysis, questionnaire survey, qualitative and quantitative analysis. Taking remuneration and incentive as a system, it makes innovative design of remuneration incentive system for K construction enterprise.This paper starts from the practical problems of K construction enterprise’s remuneration incentive system:the fixed salary is unitary and there is only a post salary. Besides, the proportion of performance pay is too small. Almost every employee can get the performance pay, which becomes a mere formality. Insurance benefits only contain legal social insurance, which is just perfunctory. Subsidies only contain simple items, which is not rich. There is no standard to pay bonuses, which is quite casual. According to the questionnaire of satisfaction degree, it reveals several problems, including poor incentive function of employees, unreasonable remuneration incentive system, the overall degree of satisfaction is not good. Based on these problems, it designs the remuneration incentive system. Add the education salary and seniority pay into the fixed salary, so as to take care of employees at different levels and ages. Meanwhile, corporate the culture of welfare and subsidy into the fixed salary, so as to male it more incentive. However, unlike before, there is standard to grant performance pay now. The design emphasizes on the incentive. As the weakness of bonus, it adds the profit-sharing bonus, so as to foster employee’s concept of win-win. It takes the performance pay and profit-sharing bonus as the second floating wage of the remuneration incentive system. In order to make up for the deficiencies of short-term incentive, it adds the long-term incentives, including educational training system for encouraging highly-educated talents, releasing pressure, collective tourism to strengthen the vigor, etc. It aims at combining the long-term incentive with short-term incentive, so as to explore potential of employees.There is no design of remuneration incentive system once and for all, which needs us to consistently make innovations in practice, further to fully motivate the passion of employees. Therefore, we believe that the design of K construction enterprise’s remuneration incentive system can not only enrich researches in this field, but also make reference for the remuneration incentive system of enterprises of the same type or not.