C公司是国内最早开展汽车产品认证和管理体系认证的专业认证公司，认证审核人员是认证公司的第一资源，是认证流程的关键执行主体。随着认证政策的重大调整和认证监管力度加严，以及市场竞争愈来愈激烈，导致C公司兼职认证审核人员的社会地位有所下降、薪酬福利提升缓慢；职业能力素养、专业知识水平有待提升；兼职认证审核人员归属感低，不能很好的融入公司的企业文化，难于管理。因此，如何优化兼职认证审核人员的激励方案，是C公司亟需解决的问题。

本文基于问卷调查法和个人访谈法对C公司兼职认证审核人员的激励需求进行分析，收集191份有效问卷，利用SPSS 26.0软件对样本进行了描述性统计分析、多重影响分析和信效度分析，得出C公司对兼职认证审核人员激励方案存在以下问题：一是薪酬福利方面，薪酬结构单一、审核费用标准低、缺乏长期激励、正负激励制度的实施主观性大；二是个人发展方面，培训内容形式单一，培训效果无有效输出，兼职认证审核人员对提出培训需求的主动性不大；三是工作认同感方面，审核任务量存在一定的不稳定性，工作能力没有得到很好的发挥；四是文化认同感方面，对公司的企业文化所带来的认同感和归属感并不强烈。

针对如上问题，本文依据一系列激励优化设计原则，结合C公司实际，做出了如下对策：建立公平合理的薪酬分配制度来完善薪酬福利体系、开展内容和形式多样化的培训、增强工作成就感、提升企业文化认同感等，希望可以提高兼职认证审核人员的工作积极性、业务水平、综合素质，增强认证公司的行业竞争力、维护行业的良性发展。

本文旨在解决C公司实际问题的同时，也希望可以对认证行业和知识密集型企业在构建科学合理的激励方案方面，有一定的参考价值和经验借鉴。

Company C is one of China's the earliest professional certification companies engaged in automobile product and management system certification. Certified automotive auditors are considered the most important resource for certification companies and the key executive body in the certification process. However, the social status of part-time certified auditors has declined, and their salaries and welfare improvement are slow mainly because of the major adjustment of certification policy, the strengthening of certification supervision, and the increasing market competition. Another challenge is their professional qualification, which needs improvement. Also, part-time certified auditors have a low sense of belonging. Thus, they need help to be integrated into the company's corporate culture. Therefore, how to optimize the incentive scheme for part-time certified automotive auditors is an urgent problem for Company C.

To address this issue, this study analyzes the incentive needs of the part-time certified auditors in Company C. Data were collected from questionnaire surveys and personal interviews. 191 valid questionnaires were collected to conduct descriptive statistical analysis, multiple impact analysis, and reliability analysis using SPSS 26.0 software. The results reveal the problems of the part-time certified auditors' incentive scheme of Company C in the following four aspects: the single salary structure, low compensation standard of audit work, lack of long-term incentives, and considerable subjectivity in the implementation of positive and negative incentive systems. The training form is single, the training effect has no effective output, and the certification auditors have little initiative in training demand; There is certain instability for audit tasks which leads auditor's workability not being well developed; The sense of identity and belonging to the company culture is not strong.

In response to the above problems, this paper proposes some solutions, taking into account a series of incentive optimization design principles and the actual situation of Company C. The solutions include establishing a fair and reasonable salary distribution theory to improve the salary and welfare system, building a comprehensive and efficient performance appraisal mechanism, carrying out diversified training in content and form, and enhancing their sense of cultural identity. The above methods improve the work enthusiasm, business capability, and comprehensive ability of certification auditors, enhance the competitiveness of the certification company and maintain a healthy development of the certification industry.

This paper discusses the problems of part-time certified auditors in Company C and provides possible solutions to address these issues better. Furthermore, it provides valuable guidance for the certification industry and knowledge-intensive enterprises in building scientific and reasonable incentive schemes.