Study On Optimization Design Of Knowledge Worker’s Compensation System Of Shanghai Weijie Construction Project Management Consulting Co.,Ltd.

The healthy development of enterprises need to rely on the support of core talent,and in modern science and technology enterprises,knowledge-based talent is the core strength of enterprises.For knowledge workers,enterprises not only through effective incentives to strengthen the consolidation of existing talent,but also to increase the expansion of such personnel.The reality is that many companies in this area of the status quo is obviously insufficient,because the various incentives of the weak or flow form,leading to the frequent loss of talent,the strategic development of enterprises have a serious impact.Based on this,this article from the perspective of incentives to be demonstrated and research,to find the most effective way for enterprise development incentives.Based on the salary management theory and salary theory design method,this paper discusses the salary system of knowledge workers and the salary system of knowledge workers in combination with the original salary system of Shanghai Weijie Engineering Supervision Company and the problems to be solved urgently.Which can help the realization of human resource management objectives of the company,and provide reference for other salary system management practices in the same industry.This paper analyzes the actual operation of Shanghai Weijie Engineering Supervision Company,including the current business characteristics,management status,staffing situation,existing remuneration mechanism,and the existing aspects of its existence.On this basis,The key factors of the salary system of Shanghai Weijie Engineering Supervision Company include the specific salary structure,the expression of the position evaluation in the incentive,the specific salary method and so on.Using the IPE job evaluation system theory,the author points out that the project of Shanghai Weijie Engineering Supervision Company The paper puts forward the corresponding solution ideas,and finally puts forward the implementation and safeguard measures of the targeted salary system.