YI BANG Pharmaceutical Group Salary Incentive Mechanism Research

Today, the market competition environment is increasingly fierce, the enterprise is seeking for the development of enterprises is gradually carried out a reform, such reform will undoubtedly have to re develop and implement a new strategic planning to complete, only such enterprises in today’s environment to seek survival and development. The implementation of strategic planning requires a long process, and the implementation of the high efficiency, it is necessary to have a strategic level of compensation management and human resource management. One of the most important is the talent competition, talent competition has become the focus of attention of the modern enterprise, in short, how to attract and retain talent is becoming the most important problem in the enterprise. How to design a fair and reasonable salary incentive mechanism is one of the most effective ways to develop the enterprise. The establishment of an effective compensation incentive mechanism can save labor costs, but also to a large extent to mobilize the enthusiasm of employees, initiative, creativity. The construction of compensation incentive mechanism can be directly and effectively tell the staff what is valuable in the organization, and the construction of the compensation incentive mechanism also provides the criteria and procedures for the payment of employee compensation. In order to focus on the market competition, the staff put their attitude and behavior to the market competition, so the improvement of the incentive mechanism is very important, which is closely related to the strategic planning of the organization. Only by establishing a comprehensive and effective compensation incentive mechanism can we establish the competitive advantage of human resources in the modern market, so as to realize the combination of the interests of enterprises and employees.This paper first demonstrates the basic pay management, including the meaning of compensation, classification and function, key points out that the compensation of internal compensation and external compensation factors; And based on the evolution history of salary management and salary system design of the new development, the concept of comprehensive compensation system. In this paper a state pharmaceutical group case study of compensation system design, the introduction of a state pharmaceutical group and on the basis of the existing compensation system, focuses on investigating the compensation system of the state pharmaceutical group analysis, aiming at the existing problem of the existing compensation system, determine the adjust to the idea of compensation system, and making compensation system adjustment plan. Scheme was introduced in detail the salary adjustment in the work and the professional group of analysis, post evaluation and salary level design, staff capacity evaluation and position, salary structure design, make the company pay system to the scientific nature and effectiveness, to realize comprehensive compensation system in a state of the development of the pharmaceutical group matching and support.In this paper, the salary incentive mechanism with general enterprise’s salary incentive mechanism is different, this is mainly due to the actual situation of enterprises. Any kind of incentive method must be combined with enterprise practice to achieve the desired effect, some enterprises blindly introduce advanced salary incentive methods, the results are not so good, the reason is that there is no actual organic union with their enterprises. Enterprise salary incentive methods, rather than choose the best way to select the most suitable for your business, the method of this appraisal will be achieved better effect. Companies in the company’s practice, in order to improve the staffs work enthusiasm had the very big enhancement, the company’s production efficiency and management benefit has the obvious improvement. Of course with the introduction of a new system, new methods, there is bound to be some problems, needs to solve step by step in practice in the future. Currently a pharmaceutical group to implement salary incentive mechanism has achieved some initial results, but how to more effectively in the enterprise, to prevent the flow and form, the better reflect long-term incentive of personnel and other issues, also need to work in the future to further strengthen the exploration and research of this field.