Research On The Optimization Of Incentive Mechanism For Grassroots Employees Of XG Group

With the economic globalization,the development of steel industry in the world has been significantly improved.As a large state-owned steel enterprise in some province,XG Group ranks among the top 10 among 96 large and medium-sized enterprises in the steel industry,and has made outstanding contributions to promoting the high-quality and leapfrog development of the steel industry in the province.With the technological progress and transformation and upgrading of the industry,the competition in the steel industry is becoming more and more fierce,one of the most important ways to attract and retain talents is to establish a good incentive mechanism.An effecitive incentive mechanism can stimulate the working enthusiasm of employees to the greatest extent,improve their work efficiency,and then bring about the economic benefits and value of the enterprise.As the foundation of the talent team of enterprises,the role and influence of grass-roots staff should not be underestimated.In steel enterprises,grass-roots employees occupy the main position,if the incentive of grass-roots employees is not fully valued,the incentive mechanism can not produce remarkable results,and the internal stability and management quality of the enterprise will be lost.Therefore,the establishment of a scientific and reasonable incentive mechanism for grass-roots employees to fully stimulate the inner potential of grass-roots employees has become an important research field.Focusing on the incentive problem of grass-roots employees of XG Group,this thesis draws on Maslow’s demand theory,two-factor theory and fairness theory,and uses literature research method,questionnaire method,interview method and other methods to systematically analyze and summarize the incentive problem of grass-roots employees of XG Group.The research finds that the outstanding manifestations of the current incentive problems of grass-roots employees of XG Group include imperfect salary system,narrow promotion channels,weak mental motivation.Company culture has not yet formed,and all-round training system doesn’t exsit.The above problems are caused by the leadership’s insufficient attention to grass-roots employees,insufficient effective communication,and insufficient understanding of the needs of grass-roots employees.In view of the problems existing in the incentive of grass-roots employees of XG Group,this thesis puts forward corresponding improvement measures,that include improving the salary structure,establishing an assessment and supervision mechanism,strengthening mental incentives,broadening promotion channels,implementing differentiated incentives for employees,and conducting career plans for employees.For the implementation of the improvement plan,this thesis conducts an in-depth analysis from four aspects:increasing the attention from management,ensuring effective communication with grass-roots employees,ensuring sufficient financial support,and improving supervision.Based on relevant theories and actual investigations,this thesis puts forward optimization suggestions for the incentive mechanism of XG Group’s grass-roots employees,which is conducive to improving the work initiative of grass-roots employees,improving the comprehensive quality of grass-roots employees,and providing talent support for the sustainable development of steel enterprises.The research conclusion is helpful to enhance the degree of attention on the incentive of grass-roots employees in steel enterprises,and has a certain reference effect on other similar enterprises.