Research On The Optimization Of Salary Incentive System For Middle-level Managers In TLD Company

TLD Company takes production and marketing of steel structure as its main business.In the critical stage of transformation and upgrading,how to improve its core competitiveness in the fierce market competition is an arduous mission for the company.In recent years,scholars have found that salary incentive has a significant impact on employees’ working style,work attitude and work performance,which also makes more and more enterprises adjust and optimize the original salary system.Human resources are an important factor for technological innovation and business performance improvement of enterprises,among which middle managers play a communication and communication role between senior managers and employees,and play a mainstay role in enterprise operation.Therefore,how to correctly understand the strategic position of middle managers and how to optimize the compensation incentive system to make it one of the important means to promote the reform and development of enterprises is an important problem to be solved urgently.This paper studies the compensation incentive system of middle managers in TLD Company.This research firstly summarizes and summarizes the relevant research results of salary incentive at home and abroad,further defines the concepts of middle managers and salary incentive,and establishes a theoretical research platform based on the salary incentive theories such as two-factor theory and hierarchy of needs theory.Secondly,through the field interview with the staff of the human resources department,obtain the first-hand information of the salary incentive system for middle managers of TLD Company,and analyze and discuss its current situation.On this basis,the questionnaire survey method is used to conduct statistical analysis on the satisfaction of the middle managers’ compensation incentive system,which provides data support for the analysis of the existing problems of the compensation incentive system and their causes.Finally,based on the above research results,this paper puts forward an optimization plan of the compensation incentive system for middle managers of TLD Company,and puts forward some safeguard measures,such as increasing capital investment,doing a good job in the construction of management system and building management platform.Through the above research,this paper finds that the middle managers of TLD Company have relatively low satisfaction with the salary level,the rationality of the salary difference between different positions at the same level and the types of benefits.This is because there are some problems in the compensation incentive system of middle managers in TLD Company,such as unreasonable design of compensation structure,low incentive intensity of non-material compensation and failure of compensation level to reflect the value of positions.The main reasons are that the compensation structure of TLD company does not match the long-term development strategy of the company,the compensation implementation process lacks scientific and reasonable support of performance evaluation index system,and the compensation incentive means is single.In this regard,this paper proposes to optimize the salary incentive system of middle managers by optimizing the design of salary structure,enriching the salary incentive means and improving the performance appraisal index system.Although this paper takes TLD Company as the research object,the proposed optimization scheme can also provide a train of thought or a reference case for the optimization of the compensation incentive system for middle managers in the same type of enterprises.