The Incentive Mechanism Of Xi’an XX Surveying And Mapping Company

Surveying and mapping industry is a very distinct characteristic of the industry sector. Itsprofessional features is to require employees to spearhead the unsung heroes of the spirit,work hard, the arduous struggle the spirit of selfless dedication, the idea of groupcollaboration and meticulous rigorous style of work. All the characteristics of surveying andmapping industry determine its employee turnover rate is relatively high. Therefore, the mostimportant is the mapping of business development managers how to effectively carry outhuman resource management, and motivate employees as the core of human resourcemanagement, has become mapping corporate strategic issues.Xi’an XX surveying and mapping company as a representative in the northwest area ofsmall private mapping business, after more than ten years of development, the organization ismore perfect, the division of labor is more reasonable. But the company currently does nothave a staff of effective performance evaluation program to guide production and operation ofenterprises, cannot achieve the purpose of motivating employees through performanceevaluation, managers are prone to bias and errors in the actual management, thereby affectingthe enthusiasm of staff, even cause loss of company employees. To design a set of effectiveincentive mechanism for different level employees, put the company’s strategic targetsegmentation into quantifiable plans and target, improve the core competitiveness ofenterprises, transforming the organization’s strategic objectives for employees daily actionsare meaningful.This paper mainly uses interview method, document analysis and case study method,found the XX surveying and mapping company management problems, analyze the causesand countermeasures to solve the problems.The main conclusions of this paper are as follows:The incentive mechanism is related to the overall situation of human resources. Improveemployee incentive mechanism is very important, and should be based on the relevantincentive theory. Enterprises not only to establish incentives for different characteristics, butalso to improve the incentive mechanism in a prominent position, through the analysis of thecurrent situation and problems existing, improve staff awareness of business necessity andimportance of incentives.The general applicability of incentives include material incentives (daily management system, salary system), mental stimulation (corporate culture construction,establish good correct enterprise value, pay attention to inherit the excellent tradition ofenterprise culture etc.) and growth incentives (perfect occupation career management,improve the system of performance evaluation, etc.).For the core management and middlemanagement, the main material incentives to achieve long-term equity incentive effectthrough other means. As the backbone of the company’s core technology strength, we mustfirst strengthen participation in management, followed by the training system should beimproved for the technical backbone. For general staff, in addition to the universality ofincentives, we must also pay attention to honor incentives, motivation and emotion targetincentives.