Research On The Optimization Of Compensation Incentives For Labor Dispatch Employees Of SW Company

The 21 st century,with increasing time,along with our country GDP,after the new normal,economic development in our field and all kinds of enterprises,to varying degrees also bid farewell to the extensive mode of development,and create value for enterprises should constantly improve their balance input and output efficiency,intermediate consumption in the value of human resources is being more and more attention.Since the19 th Congress,the workload has increased,while ongoing simplification and decentralization have facilitated grassroots work.In order to match this development,the company’s personnel management system is constantly being reformed.However,there are still delays in staffing,which force companies to find ways of working that suit them,such as choosing to deploy people to address staffing shortages.Mailed out.However,labor is generally is influenced by many factors,different types of risks,and to improve the effective side personnel,how to promote the sending system to carry out the work,how to maximize the use of a three-way advantage,staff,providing services,is an urgent need to solve the current demand for secondments to the contradiction between the current incentive system problems.This article presents the background,objectives,meaning and current status of national and international research of a SW Corporation.We summarize and summarize the concepts related to job deployment,pay system,incentive mechanism and several common pay systems provide theoretical basis for the research of this paper.Using the research methods,such as interviews and questionnaires,using method of the content of evaluation and analysis tools such as job descriptions,in response to the current problems of hooves and highly indebted SW company employees resign,quantitative argument,he thinks that the employee’s compensation system SW have irrational salary structure,salary and incentive effect is a little obvious,unscientific compensation gap and lack of communication.Consider the existing problems and reasons,put forward suggestions on organizational management,formulate a scientific total wage,detailed income structure,with the basis of scientific salary level division position analysis and evaluation.Further adjustment of the remuneration system to reflect the structural characteristics of the position,and consider various methods of distribution.Through the implementation of safety measures,improve the performance evaluation mechanism,raise bonuses,improve performance communication,and enrich employee benefits and compensation subsidies.