Research On The Salary Incentive System Of Pilots Under The New Normal

In recent years,as economy enters into the new normal,many industries have encountered the difficulties such as the lack of demand and the weak growth.However,the development of the civil aviation transportation industry is still showing a strong growth trend.The turnover rate of aviators has risen to become a major problem in the industry,and this phenomenon is particularly prominent in W Airlines.Based on the theory of human resources management and the actual situation of W Airlines,this dissertation aims to study and formulate the basic principles and specific plan of compensation incentive system reform,so as optimize the performance management system of pilots.With the continuous improvement of residents' income level and the increasing spending power,traveling abroad has become the preferred way of leisure.In order to operate international routes well,many domestic civil aviation enterprises have increased the intensity of the introduction of large aircraft.However,due to the impact of high training costs and long cycle,the number of new pilots is far behind the number of new aircraft,and the major airlines are all facing the huge gap of human resources.As a result,civil aviation companies are competing to raise their compensation in order to recruit experienced pilots.In consequence,compensation became a major induction factor affecting the turnover rate of aviators.In W Airlines was founded in 2009,which is a rising star of the civil aviation industry and has a more urgent demand for the core human resource of aviators.Although,the fleet has been expanding in recent years and the number of pilots introduced has been increasing,the average turnover rate is still as high as 15%,which is always the biggest trouble for the management layer of the company.Therefore,the dissertation regards turnover rate as the research object and focuses on the salary incentive system,which has strong theoretical significance and practical value.In this dissertation,through the preparation of the pilot incentive system questionnaire and the questionnaire survey,the author finds that some of the pilots are unsatisfied with the company's existing salary incentive system and arrangements.On this basis,this dissertation compares with the compensation systems of other competitors in the same industry and makes an analysis,and combs out the existing problems.For example,the management system is imperfect and the security system lacks specificity.In view of these problems,the dissertation proposes a series of measures such as the reasonable allocation of fleet personnel,the establishment of a new compensation system,the strengthening of communication and the improvement of training and career planning,so as to improve the company's incentive system and enhance job satisfaction.Thus,the pilot team can achieve stable development.This dissertation argues that pilots are the core human resources in enterprises and they should be paid much attention to in the daily management,so as to make the compensation be at the middle and upper level in the industry and ensure the external and internal fairness.These measures can stimulate the pilots' work enthusiasm and sense of belonging,which are important measures to make the company occupy a position in the market with fierce competition.