Incentive Research On Chinamobile Zaozhuang Branch Backbone Staff

With the market competition increasingly fierce and the speed of information transfer more and more accelerating, the advantages of product innovation is imitated by competitors, the maintain time of the relative advantages by innovation is shorter and shorter. Today, with the homogenization of products has become increasingly evident, how to ensure that enterprises have an invincible position in the fierce competition, maintain shape evergreen, and have the human resources animitation, high performance and high flexibility characteristics to be seen as a key factor for enterprises competitive success. Especially, the backbone of the staff is the key factor in the more crucial part of the decision for the long-term development of enterprises.Meanwhile, with the modern enterprise system development, state-owned enterprises joint ventures, restructuring listed is increasing, the old existing backbone of human resources after the reform, the new students into the company and other outstanding performance staff employed by labor system's, has more demand to motivatioa How to effectively inspire and arouse the enthusiasm of different groups will be an urgent problem for the current restructuring of state-owned companies facing.This paper, starting from the basic motivation theory, the theoretical integrated application research through Zaozhuang Mobile (ZZ) Company as the prototype, based the investigation and analysis of backbone staff incentive system and the incentive effect in the current restructuring of state-owned companies, and make effort to look for the human resources incentives inefficient reasons. Accordingly, from pay incentives, performance evaluation, career development, to encouraging emotional incentive four factors, redesign the incentive system for company's key old staff, the recruited new students, the system backbone, and employed workers from social. Incentive systems take full advantage of organic links the above four factors, based the performance-oriented, and make career development as a driving force for the emotional tie to fully mobilize the enthusiasm and motivation of the three dimensions staff backbone to enhance their sense of belonging, a sense of organization in order to ensure that long-term incentive effect.The way of the incentive mechanism design is based on the adoption of classification, tiered analysis and design to continually meet the complex and volatile demand of the enterprise staff backbone. The study has a very strong representation and the study outcome will be relatively reference to the same kinds of enterprises. Papers finally give out of periodic assessment and adjustment vision for the incentive system based on the transformation of the incentive demand factors, and gets the scientific ideas for the backbone staff to constantly improve the incentive effect.