Research On The Optimization Of The Salary Incentive Plan For Technical Employees Of Company

With the development of private enterprises,continuous technological progress brings more creativity and higher performance to enterprises,so that enterprises have greater competitiveness in response to market competition.Technical employees,especially core technical employees,have become important human resources.As an important measure for enterprises to recruit and retain technical employees,it is particularly important for private enterprises to establish and improve their salary incentive mechanism.This study uses company A as a case study.The company has been the existence of the following issues: the company lacks a professional performance appraisal system,professionals lack work motivation,technical employees are exhausted from a single mode of work in the assembly line,employee mobility is high,enterprise productivity is reduced,and the cost of technical employees and professionals has increased.This research uses a combination of qualitative and quantitative research methods to define the concepts of incentives,salary incentives,and technical employees.It widely collects the relevant literature on incentives and salary incentives,draws on the research results of China and foreign countries,and takes the group of technical employees of company A as the research object.Combined with the status quo of company A’s technical employee salary management system,this study designs 24 research indicators in five dimensions: salary structure,salary level,performance appraisal system,welfare policy and non-material salary incentive policy,and collects the current company’s technical employee salary incentive and other related data by using the method of questionnaire and interview.In this study,through the survey of salary satisfaction of technical employees of company A,using SPSS25.0 statistical software to analyze and study the collected data systematically,it is found that the imperfect salary incentive measures in company A lead to the increase of turnover rate.The existing salary incentive system does not play an effective role in the factors as follows: post salary,allowances and subsidies,long-term salary incentives,comparison of salary levels in the same industry,performance appraisal indicator design,welfare types,employee training,corporate culture,etc.This study proposes an optimized plan for the salary incentive system for technical employees of company A:(1)improve the salary incentive design system,adjust basic post salary and implement long-term salary incentive measures;(2)through technical post analysis,technical post evaluation,salary survey and design of comprehensive salary scheme,the improvement of salary level runs through the salary scheme;(3)improve the performance appraisal system,implement broadband salary link,employee income with company performance,and link employee performance with rewards;(4)change the mode of welfare management and implement a flexible welfare system parallel to the special welfare system;(5)the combination of internal training and external training to improve training incentives;(6)an optimization system for career development planning,that is,setting up a development path for technical employees in corporate management and the development path for technical talents with outstanding technical capability;(7)strengthen the construction of corporate culture.In this study,it also proposes corresponding supporting measures for the implementation of the optimization of the salary incentive plan of company A: first,it is necessary to improve the publicity and communication channels before the optimization of the salary incentive plan;secondly,it is necessary to establish a supervision and feedback system for the salary incentive optimization plan;thirdly,it is necessary to improve the guarantee system for the implementation system of the salary incentive optimization plan.There are the research results of this study:(1)organize and summarize the existing advanced incentive mechanisms of China and foreign countries,(2)optimize the design and innovation of incentive measures for Chinese companies,(3)innovate equity incentives,and(4)propose improvement programs.Based on the analysis of the status quo of company A’s salary incentives,this study uses relevant salary incentive theories to solve practical problems of enterprises,puts forward solutions for the same type of enterprises,and provides reference and guidance for the salary design of private enterprises.It also provides theoretical support and practical optimization methods for the salary incentives of human resource management for technical employees in the same type of private enterprises in China.