Dissertation > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management

The Incentive Salary Program of LMZ Company’s Optimization Salary Scheme of Knowledge Employee

Author LiuXueHui
Tutor LiuJuQin
School Xiangtan University
Course Business Administration
Keywords knowledge workers salary salary incentives
CLC F272.92
Type Master's thesis
Year 2013
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As the age changing from industrial economic to the information, strategicresources like capital, plant, equipment and etc is gradually shifting towardsknowledge, information and innovation. The knowledge employees are importantcarriers of these strategic resources, playing a key role in promoting the realizationof the enterprise strategic goals. The salary is responsible for transforminglong-term strategic planning of the enterprise into practical plan in details whichguides and motivates employees to implement planning sufficiently. It finally formsa important tool for the enterprise and society to achieve consistently employeeinterests and is good for human resource management.But now small andmedium-sized enterprises have mostly adapted traditional mode of compensation,causing a series of problems like the declining of motivation ability, the loss oftalent problem and so on, therefore, how to build salary system to be appropriatefor knowledge employees, establish the competitive advantage of human resources,is the priority of small and medium-sized enterprises.This paper made LMZ company as the research object, using research methodof literature research, model analysis, job analysis and evaluation method,investigation method and so on.It took the train of thought of putting forwardproblems, analyzing and solving problems,carried out some analysis andresearch on the following contents: based on literature research of the knowledgestaff, salary, incentives, it divided knowledge staff into four parts and different typesof them implement different measures for example,high-level knowledge staffmatched the market’s leading level,middle-level knowledge staff matchedmarket-matching level,common knowledge matched market-following according tothe company’s existing development stage and the development strategy; the secondis to find out the exiting problems like salary structure of bonus,long-termincentive,performance pay,benefit,developing skill and salary strategy and leveland to find out the causes of problems;the third is to solve9problems ofcompensation incentive by job analysis and evaluation, investigation and analysissalary level of similar position in the industry and internal questionnaire obtainingLMZ company’s existing salary incentive level and the cognition degree of the knowledge-type employees and to formulate related implementation mechanism onthe basis of cause analysis to guarantee the efficiency and scientificalness ofcompensation plan implementation.

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