Research On Salary Incentives Of Z Company's Post-90s Staff

With the improvement of the scientific level of enterprise management,the relationship between performance management and compensation incentives in enterprise management is closer.The traditional salary management system based on job-based compensation design is gradually unable to meet the needs of enterprises to participate in fierce market competition.Therefore,more and more enterprises use the perfect salary system and scientific salary management to link the personal income of employees with the overall output of the collective,so that employees can actively and actively invest in obtaining better compensation.At present,in most companies,post-90 s employees have become the most important value driver.Compared with the general human resources such as 70 and 80,the post-90 s employees can help them more effectively because of their social environment and family growth environment,as well as their unique ideas,pursuit of individuality and freedom,and strong innovation ability.The company realizes its own strategic value,determines and masters the level of creation of the company's wealth and value,and becomes the core pillar of most companies.At the same time,the traditional salary incentives and management are obviously flawed for the incentives of the post-90 s employees.Therefore,how to effectively motivate and manage the post-90 s employees,explore their creativity,stimulate their work enthusiasm and potential,and enhance their loyalty will be all The problem that the company's human resources management needs to solve.Based on the above background,this paper mainly uses case investigation method and statistical analysis method to sort out and summarize the basic theory of salary incentive for post-90 s employees,the characteristics of post-90 s employees,management theory and so on.Emphasis is laid on visiting and investigating Z company,dig deep into the salary incentive needs of employees after the company's 90 s,and adopt questionnaires and online surveys to analyze the status quo of salary incentives,satisfaction of salary incentives and compensation incentives,and refine the incentives for employees after 90 s.Incentives with greater influence,in order to understand more deeply the incentives of each salary influencing factors to the post-90 s employees,based on this basis,the purpose and principle of the design of the post-90 employee compensation system of Z company,the basic design Procedures,specific optimization design plans,and propose safeguard measures from the establishment of a salary incentive system with internal and external competition,the establishment of a good salary communication mechanism and the strengthening of incentives for related systems.This paper focuses on the salary incentive research of Z company's post-90 s employees,mainly from the perspective of internal and external remuneration and comprehensive remuneration management.In the specific research process,it changes from the past single indicator to the composite index,from the past time point static assessment to the time period.Dynamic assessment changes.At the same time,it not only pays attention to the employee's performance and results,but also pays more attention to the employees' attitudes,behaviors and abilities,as well as their short-term benefits and long-term benefits and development,in order to improve and implement the science of Z Company.Reasonable post-90 s employee incentives provide some reference.