The Optimization Design Of The Salary Increase Incentive For QC Company

QC Construction Engineering Paint Company,which belongs to the traditional construction industry has been established for three years,composed with the Zhengzhou headquarters and an OEM factory,it has a staff of 119 people.Although affected by the national regulatory policies of real estate industry development and SME credit policy,as a typical emerging small and medium sized private engineering paint enterprise,QC Construction Engineering Paint Company has completed the development period from the start to the transition,and the talents become the core competitiveness of enterprises.Meanwhile,the veterans who master the core technology are the mainstay for the development of QC Construction Engineering Paint Company.It is difficult to manage the veterans because of the special relationship between themselves and the enterprises.Related research shows that the veterans' satisfaction with the salary is far lower than that of the new employees.At first,we collected and collated large number of documents,on the basis of it,the first chapter of this paper describes the background,significance and research methods;based on the current pay system of QC Company,the Salary System Status and the problems during the pay raises were statistical analyzed in the second chapter,at the same time,the justification and the value of contribution of raises of veterans were deeply studied in this part.The third chapter is the core section of this thesis,the questionnaire survey,field interviews,and data-based analysis of the paint industry channel data along with the theory of HR compensation management and incentive compensation were used to analysis the raises of veterans empirically.The pros and cons relationship between salary increasing and enterprise,the veterans as well as new employees,and the related factors that influenced salary increasing as well as the relevance between salary increasing and excitation were summarized.According to the conclusions drawn on the basis of the data analysis of the first two chapters,the suggestions to solve the problem of salary increasing of veterans worked for QC Company were put forward,and the foundation of the width and frequency of salary increasing was found out.Meanwhile,human resources strategy of the veterans was extended in the fourth chapter;in the last chapter,questions according to salary incentive of the veterans were summarized and forecasted.Features and innovations of this paper were mainly manifested in: the relationships between the frequencies,foundation,width of salary increasing with the sound effects of salary increasing and the satisfaction of employees were found out through the descriptive statistical analysis,regression analysis,SPASS linear analysis,cross analysis,factor analysis and questionnaires,interviews,contrast of data conclusions obtained from peer remuneration.According to the law of diminishing marginal utility and job grade division,salary matrix and model were build to develop a scientific and rational pay incentive system for the veterans worked for QC company,this paper also provides a reference for small and medium private enterprises how to manage the veterans.What's more,the content of Compensation Management was enriched,the interest that focus on salary issues of scholars was caused,at the same time,this paper also extends the width of human resource management research theory,complementing human resource management theory.