Yumen Petroleum Authority Of Incentives

This paper was written on the basis of a questionnaire survey to human resources of Yumen Petroleum Administrative Bureau, along with plenty of documents.With the current incentive mechanism as background material, advanced incentive models of the domestic & international enterprises as reference and domestic& international theory on incentive as guide, deep analysis was carried on for the existed problems and reasons of its human resources on incentive. In order to re-design the incentive mechanism of Yumen Petroleum Administrative Bureau, the managers, middle-level managers, professional technical personnel and frontline operators were respectively analyzed for specific measures of how they could be motivated with different methods.The success of an enterprise is determined by many factors, but manager's quality, ability, creativity and enthusiasm are important determinants which also play a crucial impact on other factors. As far as operators are concerned, we proposed material stimulation combined with spiritual one. We devised the specific measurement on annual salary system and reputation stimulation.For middle-level managers, we elaborate how to stimulate them in four aspects--power, participation, promotion and career. As far as those, who are outstanding in the performance appraisal, are concerned, we should list them in the pool of potential senior-manager; Let them involved in the decision-making meetings, and empower them at the same time. For those who have worked for long and were qualified in the performance appraisal, position exchange and internal trainer system would be another platform for their career development.To the technical personnel, we take horizontal post exchange and dual ladder system as important measures while others are also recommended such as preferential policy, welfare and encouragement for learning more technique or getting higher diploma.To the general operators, we propose to break the status boundary, that is, equal pay for equal work and same work with same payment standard; conbined with the staff marginal expectation value, enhance the bonus drive function, and scientifically chooses right time to provide the bonus. Besides, we explain the significance of training and how to stimulate them spiritually (example stimulatin and best expert system).