Study On Grass-Roots Staff Incentive Mechanism Of G Company

Human resources is the primary resources and the core resource of en enterprise,it is the fundamental motive force to promote the enterprises survival and development.In addition to select and use and educate suitable staffs,enterprises must also find ways to attract staffs and keep them. As the core of modern human resource management,incentive can stimulate human needs and motivation,make the person’s intrinsic motivation towards the desired goal.Many scholars think,staff motivation and enterprise performance has positive correlation. To stimulate the staff’s enthusiasm and creativity,can maximize performance of enterprises,and make enterprises rapid and healthy development.Therefore,establishes a set of scientific and effective incentive mechanism that is suitable for the enterprise is very important.This paper take G company which is in the early stage as the research object,in view of the grass-roots staff,from the analysis of G company’grass-roots staff incentive mechanism current situation proceed with,find out the insufficient incentive problems and reasons,and then combined with the actual situation of G company,from the grass-roots staff’s needs,the use of human resources management,management science,organizational behavior science and other relevant theory and method,put forward corresponding improvement measure and safeguard measures,to establish the characteristics of G company targeted incentive mechanism.Through the analysis about grass-roots staff’present incentive mechanism situation of G company,this paper find there is insufficient incentive problem in grass-roots staff’s salary management,performance appraisal,staff training,performance for the lack of development and implementation of performance-pay system is poor operability,the performance appraisal feasibility is not good,and staff training effect is not obvious.Main causes of these problems is the need for grass-roots staffs lack of analysis of G company,makes strong incentives focused,as well as the concept of G company that is priority development projects but management construction behind,as well as the disadvantages of system of State-owned enterprises concerned. To solve these problems, this paper draws lessons from domestic and international problems of incentive theories and research results,from the salary management,performance appraisal,staff training and employee occupation career management,put forward corresponding improvement measures,including optimization of the current salary structure,strengthen the incentive pay;improve and perfect the evaluation incentive;staff training incentive improvement;employee occupation career management.Finally,this article from the organization,perfect system,communication and supervision mechanism of three aspects put forward the implementation of incentive mechanisms of security measures,including the perfect organization,establish the human resources department;perfect company system to build;to strengthen communication and democratic supervision.This study conducted in-depth and detailed discussion on how to effectively motivate grass-roots staff of the early-stage enterprises,the object of study and the content have certain pointed and the characteristic,the research conclusions are helpful to guide the staff incentive management of the early-stage enterprises,and are helpful for enterprises to retain existing talent,discovery and cultivation of core talent,attracting and lay the foundation for more talent, so as to better help early-stage enterprises achieve growth.At the same time,hope that through this paper,can provide inspiration for staff incentive management of early-stage enterprises and can be reference to similar enterprises.