Optimal Design Of "Value Double" Salary Incentive Mechanism In BGY Company

With the increasingly rapid development of global economic integration,enterprises have optimized and improved their operation mode in order to adapt to the development trend of the market.In order to improve their competitiveness and influence in the market,Chinese enterprises should attract more talents by improving their compensation methods,which can not only optimize their talent structure,but also improve their competitive position in the market.This paper mainly takes the salary incentive mechanism of BGY Anhui Branch as the research background,through understanding and analyzing the current situation of "value double sharing" salary in BGY Anhui branch,summarizes the problems existing in the operation process of "value double sharing" salary incentive mechanism,and proposes corresponding solutions.The "value sharing" compensation incentive method used by BGY is based on the interests of employees and for the sake of their future development.Under the "value sharing" compensation incentive method,employees will constantly strive for more financial returns for themselves in the sprint of performance.At present,HW company is the most outstanding company in China targeted by BGY company.Therefore,HW company has exerted a great influence on BGY company in terms of salary incentive mode,and the success of HW also provides the direction for BGY's development.In fact,the development and competition of any company in the final analysis is the competition of talents.Talents are not only the source power for the development of a company,but also the essential strategic resources in the development of a company.In terms of talent management,BGY manages its supply chain.In the process of management,it combines internal and external management methods,attaches importance to talent cultivation,and creates better development space for talents.Meanwhile,it also provides more attractive salary methods for talents.The emergence of the "double share of value" compensation mechanism enables more talents to know the real strength of BGY company,and makes more talents full of expectations for the future development trend of BGY company.The "value sharing" mechanism of BGY company is integrated into the business philosophy of the company's partners.While sharing benefits with the company's employees,employees should bear the corresponding risks so as to get more dividends,which can further enhance the employees' sense of belonging to the company.The so-called "one who is of the same mind can go the same way".Only when employees believe that the company's culture and development direction are the same as their own development goals,can both sides go further.The problems discussed in this paper are the problems of the compensation mechanism of BGY company under the background of "double share of value" compensation incentive.At the same time of analyzing the problem,we used the questionnaire to understand the implementation of "value double sharing" compensation incentive method,and at the same time,we also pointed out the future development direction of "value double sharing" of the company.In the process of implementing the "value sharing" compensation scheme,the company needs to guarantee the system,organization and structure,so as to ensure the smooth development of the "value sharing" compensation mechanism.