| With the deepening of economic transformation,the key factor driving economic development has been transformed into talents.With talents,it means the vitality of productivity and innovation.For enterprises,talent is also the first resource,and they need to be led by talents to grow and strengthen.At the same time,the development of the enterprise cannot be separated from the support of the majority of employees.The enterprise should fully tap the potential of employees through the system design,make the best use of the human resources of the enterprise to prevent the loss of human resources,which is very important for the sustainable development of the enterprise.The key to give full play to the advantages of human resources lies in whether the employees can realize their own needs and strive to serve the strategic objectives of the enterprise through a reasonable salary management system.Chengdu SICO company is a private enterprise specializing in communication network services.After more than ten years of development,it has grown into an influential AAA level comprehensive communication service provider in Sichuan Province.In recent years,the company has formulated a diversified development strategy according to the changes of the external environment.Based on the traditional communication network construction and grid integrated maintenance business,the company has added the customer-side network maintenance business.The company's existing compensation management plan has not strong incentive effect on the development of new business,and employees lack enthusiasm for work,so the company urgently needs to adjust the existing compensation management plan.Through reasonable salary scheme design,the enthusiasm of employees can be improved,and the company's strategic development goals can be achieved while meeting the needs of employees.Based on the theory of compensation management and incentive,this paper adopts the methods of literature research,interview,questionnaire survey and so on.Through the combination with the strategic development of the company,it studies the problems existing in the current compensation plan of SICO company.Through investigation and research,it is found that SICO company has some problems,such as unreasonable salary design,insufficient incentive effect of reward and punishment system,imperfect promotion mechanism,lack of normalized vocational skill training and too long management level.The main reasons for the above problems lie in the lack of scientificalness in the performance appraisal of SICO company,the weak awareness of compensation management of leaders,the lag in the transformation of compensation management,the lack of human resource management talents and the unsmooth problem feedback mechanism.In view of the problems found and the causes of the problems,the paper analyzes the necessity and feasibility of the optimization of the compensation incentive scheme,determines the ideas and principles of the optimization of the compensation incentive scheme of SICO company,and further puts forward the compensation incentive optimization scheme based on "penetrating management",designs the maintenance technicians and managers respectively,and develops the career of the employees The promotion mechanism and training program needed have also been optimized.In order to ensure that the optimized incentive plan can be implemented smoothly,this paper puts forward the safeguard measures for the implementation of the optimized compensation incentive plan of SICO company from five aspects of the company's system,organization,environment,human resources,labor protection and safety.Through the promotion and implementation of these specific measures,the compensation incentive scheme of SICO company can be more perfect,so as to improve the enthusiasm and initiative of the company's employees.The research process and conclusion of this paper will also provide useful salary management enlightenment for the transformation and development of the same type of companies. |
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