Salary Incentive Strategy Of Technical Department In H Company

Under the background of modern social division of labor and commodity economy,an enterprise is a basic economic unit that gathers various factors of production such as land,labor,capital and technology,provides products and services for the society in the pursuit of profit,and bears relevant risks.With the development of society,the competition among enterprises is not only the competition of capital,but also the competition of human resources.A good human resources environment can escort the operation profits of enterprises.As an important human capital of automobile enterprises,automobile r&d talents can create high-quality products for enterprises.In recent years,H Company,an automobile manufacturing enterprise located in Mianyang City,Sichuan Province,has seen the continuous loss of personnel in the technical department.The main reason is that there are some problems in the company’s salary incentive strategy,which makes employees dissatisfied.Therefore,,in order to mobilize the enthusiasm of R&D personnel,guide the personnel of technical departments to make continuous efforts for product development,maintenance and continuous technical support,enterprises need to accurately find out the compensation satisfaction problems of R&D personnel,and take targeted measures to improve the compensation satisfaction,so as to achieve a healthy enterprise development.Based on the introduction of the theory of compensation incentive at home and abroad,this paper takes the R&D personnel of H Company’s technology department as a sample,and makes an in-depth analysis on the compensation satisfaction and the current situation of compensation incentive of the personnel in the technology department by means of questionnaire survey and interview.Through data analysis,it is found that there are low salary increase and lack of external competition in the compensation incentive of the personnel in the Technology Department of H company Competition,lack of employee participation in performance appraisal process closely related to salary,not obvious salary incentive effect,frequent turnover behavior and other issues.According to the above problems,the paper puts forward some suggestions,such as profit sharing method,increasing personalized and differentiated welfare project,setting up more unimpeded incentive communication channels,broadening the channels for technical personnel to learn and promote,and increasing the amount of technological innovation awards.