| Salary incentive,a critical element of human resource management in enterprises,not only boosts the enthusiasm of employees,but also has a profound effect on the development potential of the enterprise.The perception of salary and incentive by employees has a direct bearing on the investment of their positions and the advancement of their departments.It is essential for the success of the enterprise that the middle-level managers’ salary incentive system be continually improved.As a traditional technology company,Company A implements a differentiated management approach in the field of human resources management by implementing an incentive policy for all employees’ compensation,effectively motivating all employees’ job passion,promoting innovation and creativity,and thereby promoting the sustainable development and healthy operation of the enterprise.This study takes Company A as the research object,uses literature analysis,questionnaire survey,and interview methods to conduct a specific survey of the compensation incentive situation of middle level managers in Company A,analyzes the problems and causes in the implementation process of the company’s current middle level management compensation incentive system,and combines fairness theory,demand hierarchy theory,and expectation theory to optimize the company’s middle level management compensation incentive system,Provide a systematic reference for the satisfaction of the incentive needs of the company’s middle level managers and the release of incentive effects.From the overall content,this research focuses on middle management and salary incentive,and forms a specific research system from the logical framework of "status quo-problems-causes-optimization".First of all,this study combines the actual situation of Company A,relevant theories of human resource management,and relevant domestic and foreign literature to define the research background,significance,methods,research status at home and abroad,as well as relevant concepts and theories,to provide theoretical support for the specific development of the study;Secondly,this study uses questionnaire and interview methods to describe and analyze the specific situation of the compensation and incentive system for middle-level managers in Company A by putting in relevant questionnaires and organizing interviews,combining quantitative analysis and qualitative results,and summarizes the current problems in the compensation and incentive system for middle-level managers in the company,including incentive structure issues,performance appraisal issues,training issues,etc,And in-depth analysis of relevant issues through field investigations;Finally,based on theoretical foundations such as equity theory,this study optimizes and designs the problems existing in the company’s middle level management compensation and incentive system from the perspectives of job evaluation,performance pay,job pay,job training,and welfare benefits,and provides assurance for the implementation of the optimized compensation and incentive system from the perspectives of organizational structure,management system,and performance appraisal mechanism. |
