Research On Staff Incentive Mechanism Of JZ Road Co.,Ltd

Capital, land and labor are the three elements of a production process, labor factors not only on behalf of workers engaged in physical activity, and also refers to a variety of engaging in intellectual labor or other situation of human capital investment in the production process "people" factors. With the development of society, advances in technology, the world economy dominated by primary and secondary industries go to the tertiary industry’s economic environment. In this series of progress and development, the human factor can not be replaced, the competition between countries is the competition of comprehensive strength, the comprehensive strength in turn depends on the quality of national human. Competition among enterprises is even more so, we can say the development of human resources of an enterprise is particularly important, successful companies can improve efficiency, and fully tap the talents and wisdom of staff, to create more economic benefits for the enterprise, and human resource dysfunctional enterprises may face the risk of gradually declining.So how do you tap the internal human resources, one of the most critical element is the use of incentives. The incentive principle already for a long time abroad, especially in Western developed capitalist countries, incentives use is more common in the enterprise, but also produce a better economic efficiency. But under the socialist system in China, with a variety of forms of economic organization, especially state-owned enterprises are still widespread in the socio-economic, state-owned enterprises generally stay in a rut, do not realize that the role of incentives.JZ Highway Co., Ltd. is a company set up the road operating company of more than10years, although the general staff work environment is relatively stable, but the high turnover of general staff. With the rapid development of China’s highway construction, highway construction enterprises gradually increased, the industry increasingly competitive, leading-effective growth in recent years has slowed to the employees’ income can not be sustained growth, the internal blame cries., Including the external environment changes, JZ company how to seize the opportunity to mobilize the enthusiasm of the staff and to attract the best external human resources to join and so become one of the main problems of the JZ companies.JZ company’s human resource structure, through the questionnaire and qualitative analysis, found JZ in incentives, there is a big problem, including the building of enterprise culture is weak, the pay system is weak, inadequate training mechanisms, and employee career development paths does not flow and other issues.The JZ company can design a reasonable salary system to strengthen the material incentives. JZ companies implementing post, is expected to be divided into seven JZ company job level, from the job performance of the company, job incumbents, job nature of the work, several aspects of post working environment as well as post job characteristics were analyzed. Then use the "pay points" on the the JZ company pay system provides a guideline. Material incentives, the feasibility analysis of the employee-owned.Ways and means of first in the promotion of incentives necessary to regulate the promotion, the the JZ company promotion criteria, job qualifications, capable of corresponding positions, performance appraisal in line with the requirements of JZ company. For the the JZ company part of the job competitive pressure is relatively large, the proposed appropriate unit, in order to achieve a reasonable job pressure of competition than on the charging posts.JZ companies there are not clear the status of career development paths, the channel level, channel width analysis from JZ company promoted proposed the JZ company staff can be divided into technical Kong and Kong, technical Kong can be subdivided into several groups, each group which corresponds to career development paths marked JZ employees career development paths, and the form of the legend.JZ company building of enterprise culture is weak, to strengthen the spirit of the staff-level incentives, re-build the company culture system, the team from the company, the management style of managers and employees of the office environment building JZ company a culture of passion. There many to be the perfect place to research for JZ company incentives to start from to change the the JZ company organizational structure, only the current organizational structure, reasonable proposals put forward revolutionary, there is no organizational structure to its unreasonable changes in measures. Use a variety of incentive programs, mostly qualitative, the lack of more quantitative in-depth analysis.