Design Of Incentive Optimization Scheme For Staff Of Shandong Xinfa Group

With the Reform and Opening Up goes into the 38th year, our private enterprises have grown into the important components of our socialist market economy system from such original industrial and commercial sprouts as sporadic individual workshops and township enterprises, now they have become the key powers that push our economy and society forward healthily and stably step by step. However, in the practical production and management, due to such reasons as short development time, imperfect organization structure and unreasonable compensation structure, private enterprises always lack the attraction for the talents they need and face many problems in the employing and use of talents. Such problems lead to the lack of enterprises’ talents and make the corporates’sustainable development impossible. Therefore, how to raise the incentive efficiency of incentive measures and how to exert and stimulate the big functions of optimizing human resources for corporates have become the key issues that need to be urgently solved by our vast private enterprises.This article takes Xin Fa Group as our object of study, which is a private enterprise with the nature of family firm. Through the carding, sum-up and full reference of relative motivation theories of home and abroad, on the base of survey and statistical analysis of employees’satisfaction and needs of Xin Fa Group, and combining the methods of documents analysis, theoretical analysis, survey and statistical analysis, the article analyzes the implementation situations and effects of Xin Fa Group’s current staff incentive mechanism, finds a series of problems existed in such aspect, dissects the causes of such problems, and finally puts forward specific optimum proposals for Xin Fa Group’s current staff incentive mechanism. Such proposals can raise the enterprise’s incentive efficiency, motivate employee’s enthusiasms and realize the promotion of enterprise human resource management and economic benefits. Besides, they can supply reference and solution to the enterprises with the similar incentive problems.This article consists of six parts. The first part sets forth the topic backgrounds, research significances and contents and methods and innovations, and the sum up of relative articles of home and abroad. The second part introduces the theoretical basis of researching and optimizing Xin Fa Group’s staff incentive mechanism. At first, it teases and analyzes the evolution process of incentive thoughts. Then, it introduces the types of main incentive theories of current research achievements at home and abroad and makes brief introductions to the typical theories. At last, it summarizes the contents of incentive mechanism, including the concepts, contents and main components. The third part analyzes the current incentive situations of Xin Fa Group’s employees. It mainly gets the first-hand data of employee satisfaction and needs through questionnaires, finds the existed problems, proceeds reason analysis, and supports the optimum proposals of incentive mechanism proposed in the next part. The forth part puts forward the optimum proposals of incentive mechanism oriented from material, spiritual and job motivations and finally build a systematic incentive mechanism which realizes materials, sprits and jobs supplement each other. The fifth part introduces the supporting measures of program implementation from four aspects. The sixth part summarizes the conclusion and achievements of the above researches and points out the deficiencies of the article and the directions of follow-up studies.