Research On Compensation Incentive Scheme For Middle–level Managers

The middle-level managers is located between the enterprise senior management personnel and grass-roots level managers of several levels, they are the link between middle and junior managers, is an important part of the management team of the enterprise. With the deepening of the enterprise development stage, and constantly adjust and improve the original salary system, it is very important for enterprises to continue to gain competitive advantage in the market competition. How to better attract and retain the excellent human resources team, which needs to improve and improve the salary system. Modern salary system design is gradually inclined to broadband pay system, performance pay system, pay system design more creative and flexible, but also more able to mobilize the enthusiasm and initiative of enterprise employees. Therefore, the correct understanding of the strategic position of middle managers, and gradually improve and perfect the management system of middle managers is necessary.In this paper, the improvement of Z technology company middle management personnel salary management system uses the literature research method, questionnaire survey method, interviews and other methods, this paper firstly expounds the content of the subject reason, research objectives, research the theoretical significance and practical significance, and research content and research methods, on the basis of introduced basic theory and method of enterprise salary system improvement, laid the theoretical foundation for the improvement of salary management system. And then analyzes the present status of satisfaction in Z technology company middle management personnel salary system and focuses on the analysis of the problems existing in the salary system, including salary incentive model and enterprise strategy does not match, the lack of incentive salary and performance appraisal system, compensation system in long-term incentive insufficient in, the salary level of flexibility is not enough. Finally, according to the actual situation of Z Company of science and technology proposed recommendations for improvement of salary management system, and puts forward some salary management system to improve the security measures, including access to the system specification security communication mechanism, human resources security three aspects of content. Among them, the job analysis and job evaluation factors note points "and" three elements of Heidegger’s score for ". Hope that through this study, the Z technology companies to develop the relevant system of the middle management personnel salary management system has a certain guiding significance.