Consideration About Incentive Improvement Of Middle-Level Cadres Of H Tobacco Group

H tobacco group is a state-owned and large monopoly enterprise, with more than1000middle-level cadres. With the development of the company, the problems of middle-level cadres excitation exposed, such as the incentive model on single, incentive effectiveness is not high, the drive effect is not obvious, etc.This article takes middle-level cadres of H tobacco group as an object of study. Firstly, investigation current excitation staffs of middle-level cadres, understand the degree of satisfaction and expected value to incentive factors of demand of middle-level cadres, through questionnaire investigation and interview. Secondly, using a combination of qualitative and quantitative research methods to statistical analysis the survey result, summarize the achievements of H group’s incentive system, including stable job, competitive salary, very fruitful training and good promotion platform. Then, find out the problems, for example, lack of employee occupation career planning, performance appraisal system can’t make effective incentive, Lack of resilience to welfare, Incentive targeted is not high, unsound of the enterprise culture system. At last, put forward the suggestions for improvement according to comprehensive motivation theories. The suggestions are as follow:Inherit and carry forward the advantages, develop employee occupation career management, formulate reasonable performance management system, enhance the elastic of welfare, improve the pertinence of incentive and strengthen the construction of enterprise culture. All of these suggestions are to fully mobilize the middle-level cadres’work enthusiasm, initiative and creativity, improve the employee satisfaction, and promote the management efficiency and management level of H tobacco group, to achieve a company and employees’ win-win situation.