Research On Optimization Of Salary Incentives For Technicians In SN Company

With the rapid development of the national economy,the traditional retail industry and the Internet industry has become a new growth point of China's economy.As the backbone of the development and strategic transformation of enterprise information and technical personnel,the demand for salary incentive is increasing in the background of environmental change.Therefore,enterprises need to try to grasp and meet the needs of employees,the current compensation incentive diagnosis and Optimization will become the key issue of enterprise survival and development.Moreover,the role of scientific and reasonable salary incentive in the human resources management system to attract,select,encourage,develop and retain the talent is the most powerful and critical,in the salary management practice,the establishment of effective compensation incentives,To maximize the incentive staff,to play in the human resources in the competitive advantage,while encouraging employees to promote business development,to achieve business objectives,so as to achieve the interests of enterprises and employees win-win situation.This paper starts from the basic theory of salary incentive,and studies the technical achievements of experts and scholars at home and abroad on the optimization of salary incentive of technical personnel,and draws lessons from the manpower Resource value theory,strategic salary theory and organizational culture incentive theory,through the collection of documents,questionnaire survey and other diagnostic methods to diagnose the company's salary incentive model of the main problems and their causes.The main problems include the loss of outstanding employees,the low performance of work,the difficulty of attracting fresh blood,the deterioration of the working atmosphere of the department,and so on.It can be summarized as lack of competition for the salary compensation of the technical staff,lack of fairness in salary incentive,Lack of dynamic adjustment,lack of cultural incentives and other five reasons.In view of the above problems,this paper aims to improve the salary incentive effect,improve the basic management level and optimize the talent team construction as the main goal,and formulate the salary strategy,the wide salary strategy,the comprehensive salary strategy,the salary limitation strategy and the organizational culture strategy,Technical staff of all positions of the job analysis and value evaluation,and then with a wide salary to adjust the salary incentive interval,and the current pay structure to do a reasonable adjustment and improvement,supplemented by the establishment of pay incentive dynamic adjustment mechanism,and How the new compensation system program in the smooth implementation of the company to put forward the corresponding safeguards.Finally,make a conclusive evaluation of this study,put forward the innovation and shortcomings.