Study On The Design Of Compensation Incentive System Of Shanghai Zitai Property Management Company

The competition of science and technology and intelligence in today's society is ultimately the competition of talents.The management problems facing modern companies are mainly the problems of world economic integration,the problems of scientific and technological progress,and the problems of personnel cost constraints.The property industry has been developing for nearly 40 years.With the diversified development of property enterprises,human resources have become more and more important.The strategic development of many enterprises has been constrained by the talents of the property industry and has entered the bottleneck of human resources development.This paper takes Shanghai zitai property management Co.,Ltd.as the research object,according to the current situation of the company's compensation incentive system,draws on and applies various domestic and foreign compensation incentive theories,and thus designs a compensation incentive system that conforms to the company's development strategy and human resources planning.Firstly,taking the development status of the property industry as the background of research,the paper summarizes the significance of studying the compensation incentive system of the industry.Then the theory and literature of various kinds of compensation incentives are stated and this is used as a reference for writing.Then it analyzes the reasons of the existing problems in the compensation system of Shanghai Zitai Property Management Co.Ltd..Finally,the design model of the compensation incentive system of Zitai Property Company is put forward,and according to this model,the optimization measures of the compensation incentive system are carried out from four different latitudes.Finally,through a series of implementation plans and safeguards of the compensation incentive system to ensure that the design of the compensation incentive system can be successfully implemented.The compensation incentive system designed by the company should be implemented in conjunction with the relevant management system.Only scientific implementation can fully bring into play the effectiveness of the compensation incentive system.It is necessary to make timely adjustments to the development strategy and human resources management planning of enterprises,have the overall concept of development,start from the viewpoint of optimizing the overall structure of the workforce and training outstanding talents,and guide employees to change traditional concepts step by step,so as to keep pace with the times.We will continue to innovate and effectively bring into play the fair competition and incentive mechanism of the incentive system.Enterprises should pay attention to talents,for the development and interests of enterprises,we should rationally use the compensation incentive system,coordinate corporate strategies,and allow more quality forces to join Zitai Property Company.Of course,just making a pay change won't change immediately.Enterprises also need to properly strengthen management,make strategic deployment,strengthen market competitiveness,create a good working atmosphere for employees,meet the reasonable requirements of employees in material and spiritual,and form a good working environment,so as to retain talents and enhance the comprehensive ability of the company.Under the premise of scientifically setting up the post system,we must abide by the principle of openness,fairness and transparency,and truly implement the downward application.Through the evaluation mechanism of the overall quality of the staff post,we can manage the remuneration according to the post,employee quality,and performance,and achieve reasonable and fair fairness.To improve and improve the job evaluation analysis of the company,strengthen the practicality and real reliability of the job evaluation,from the responsibility of each post to people,work quantification,so as to truly achieve the role of encouraging employees to retain talents.The design of the compensation incentive system is only a theoretical part of the compensation reform and does not represent the success of the compensation incentive system reform.In order to ensure that the reform results and effects of the compensation incentive system are witnessed,it is necessary to design a set of reasonable and effective compensation incentive system implementation plans and safeguards,and make corresponding adjustments in accordance with the changes in the environment.