Research On The Incentive Mechanism Of Employees In Beijing M Forestry Company

In the new historical condition, the forestry company how to change concept,strengthening the management of human resources and make full use of limitedresources, explore the construction conform to the forestry company affected andrestricted the development of the enterprise employees incentive mechanism beimportant factors for the sustainable development of forestry enterprises in ourcountry.In the face of fierce competition and relatively backward human resourcesmanagement, Beijing forestry company M must change concept of human resources,the modern human resources management and effective incentive mechanism toexplore on the agenda, attract talent, retain talent, the use of good talent, give full playto the role of the intellectual capital of enterprises.This paper first analyzes the related concepts and theories of human resources，as well as the related concept and theory of incentive system.Analyzes theenlightenment theory on incentive forestry company employees， also summarizessome domestic enterprise employees incentive mode.On this basis， through the Beijing forestry company human resources structureand M forestry company salary incentive mechanism， the analysis of the statusquot， again through the questionnaire survey analysis basic to the staff， staffrequirements， on pay satisfaction， employee satisfaction of training system， thebasic factors such as staff loyalty to the enterprise.M find Beijing forestry companyemployees incentive mechanism is the problem： job analysis is not clear， lowwages， lack of incentives， unreasonable salary structure， salary incentive systemis not scientific， the promotion space is limited.In the end，the analysis of the causes of problems to improve M Beijing forestrycompany incentive mechanism design， mainly introducing the theory of doublefactors， using the hygiene factors improve labor efficiency， the implementation ofincentive pay equal attention to inspire staff potential， double factors， build goodenterprise atmosphere;Establish job performance wage system;Perfecting theenterprise personnel salary incentive system， handle the relationship between the positive and negative incentive.