Research On Compensation Incentive Mechanism Of Basic Staff Of Wendu Education Technology Co.,Ltd.

Under the current background of increasingly fierce market competition,if companies want to occupy a dominant position in the competition and actively expand their market share,they need to effectively mobilize the initiative of employees and strengthen the sense of innovation to effectively display human resources Use value.This requires enterprises to focus on the construction and improvement of salary incentive mechanisms.As the executive force of the enterprise,the grassroots employees are the key to the survival and development of the enterprise.This article takes Wendu Education Technology Company as the research object,analyzes the problems and causes of the salary incentive mechanism of grassroots employees,and uses the salary incentive theory optimization mechanism to optimize the design plan.The main conclusions are drawn below.First,this paper designs qualitative and quantitative questionnaires.The questionnaires are designed with reference to the research content in relevant domestic case analysis results.Statistical analysis of the questionnaire,to obtain the survey data of the satisfaction of grassroots employees of Wendu Education Technology Co.,Ltd.It is concluded that there are currently five major types of problems in the salary incentive mechanism of Wendu Education Technology Co.,Ltd.:(1)The company's salary system is imperfect and the proportion of incentive measures is uneven.(2)Material salary incentive mechanism: low salary level and unreasonable post salary treatment;(3)low degree of practical integration and excessive "negative incentives".(4)The development of non-material salary incentive mechanism lags behind.(5)Performance appraisal failed to be effectively applied to salary incentives.The performance evaluation of Wendu Education Technology Co.,Ltd.failed to be effectively applied to salary incentives.Second,through analysis,it was found that the main cause of the problem was due to the lack of strategic compensation incentive system,the lack of targeted compensation incentive structure,and the board's neglect of performance process management.Third,based on the actual situation of Wendu Education Technology Co.,Ltd.,five optimization suggestions are proposed,including: further improving the company's internal salary system,building reasonable salary treatment for grassroots employees,comprehensively applying positive and negative salary incentive enhancement methods,and strengthening organizational non-materiality Salary incentives and means to link material compensation to performance appraisal and other measures,and propose safeguards,including training security,organizational securityand manpower security.The research in this paper hopes to provide a reference for the better development of Wendu Education Technology Co.,Ltd.,which has very important strategic significance for the development of Wendu Education Technology Co.,Ltd.