Studyoncountermeasuresfor Optimizingsalaryincentive Mechanism Of Management Committee Of Mengzi Economic And Technological Development Zone

With the continuous development of national industrialization,our country reform gradually deepening,opening to the outside world policy gradually implement,such as economic and technological development zone has gradually become the new growth point of economic development,especially in the state-level economic and technological development zone has become the regional economic growth pole,is also the accumulation of advanced manufacturing industry,become the important contribution to the force of China’s opening-up pattern.While promoting the development of regional economy,the demand for talents is increasingly highlighted.Gathering outstanding talents is to provide strong guarantee and intellectual support for the leap-forward development of high quality industry.At present,the competition between countries and regions is the competition of talents.As a talent gathering place,the national economic development zone needs to establish a complete,scientific and reasonable employment mechanism to attract and retain talents better.As one of the state-level economic and technological development zones in Yunnan Province,Mengzi Economic and Technological Development Zone has its own unique geographical advantages and plays an important supporting role in the development strategy facing South Asia and Southeast Asia.However,in recent years,due to the performance appraisal,salary allocation etc.There are many problems,such as formal,salary distribution is unfair appraisal system,clear rewards and punishment system has not been established,the promotion channel narrow,no long-term problems,such as planning and training personnel,the existence of these problems will hinder to the open area of the improvement of work efficiency and the construction and development of the future.In this paper,the optimization strategy of salary incentive mechanism in Mengzi Economic Development Area is taken as the object to carry out research.The incentive theory and human resource management theory are mainly used to collect relevant information and data through questionnaire survey,and the collected data are analyzed.Firstly,the significance and background of the research on the salaryincentive mechanism in Mengzi Economic development zone are introduced.On this basis,the main technical routes and methods of the research in this paper are clarified.Secondly,use the database to search the research theories and literatures related to salary incentive mechanism,and comb these literatures to clarify the concept of economic and technological development zone,and summarize and refine the concept of incentive mechanism and basic theories such as hierarchy of needs theory,two-factor theory and equity theory.Third,the present situation of the salary incentive mechanism of mengzi developing economic district of empirical investigation and cause analysis,sum up out of the Mongolian performance appraisal by the open area become a mere formality,unreasonable salary distribution,there are no clear rewards and punishment,promotion channel is narrow and no long-term planning and development,the loss of talent such as serious problems,through the theoretical research to find the main reason is that the lack of scientific appraisal system,lack of compensation incentive,post promotion channel is narrow,no attention to the cultivation of talents,etc.Fourth,by drawing on the advanced experience of Suzhou Industrial Park,Tianjin Economic and Technological Development Zone and Caofeidian Economic and Technological Development Zone in terms of personnel management system,the personnel management level of Mengzi Economic Development Zone is constantly improved.Fifth,based on the above analysis,the combination of mengzi by the open area for the current situation of compensation management of incentive mechanism optimization put forward the corresponding improvement Suggestions,mainly including: one is to improve the understanding of modern human resources management,by strengthening the management of modern personnel management aspects of the learning and improving,to set up the scientific talent;Second,to establish a fair and just assessment mechanism,through the establishment of a strong organizational guarantee,clear assessment standards,the implementation of daily assessment and year-end assessment combined,strengthen the use of assessment results to establish a scientific assessment system;Third,establish an effective salary incentive mechanism,and establish a fair and reasonable salary distribution system through such indicators as education background,length of service and performance;Fourth,positive incentivesas the leading and reasonable grasp of negative incentives to reasonably grasp the positive and negative incentive leverage;The fifth is to implement the double-ladder talent development mode,which is mainly to expand the promotion channels according to the two channels of management and professional technology;Sixth,to build a scientific talent development system by supporting on-the-job learning,encouraging professional training and making career plans for employees.Finally,the conclusion of this paper is summarized.