Xinding Mining Company Employee Incentives Optimization

Mineral industry in our country has experienced in1997after the Asian financial crisis, the industry as a whole landslide signs appear, along with the national industrial policy to adjust the pace of return of Geological and Mineral main business units not only found his advantage, and further expand service projects, and actively integrate into the local economic development, economic strength generally be enhanced, especially in the human resources staff motivation has also encountered many problems, many land mines units are facing the problem of brain drain, due to reasons, mainly due to the incentives yet have imperfect, and some simply do not mineral Unit incentive mechanism, incentive mechanism of human resources as an important part of the ground ore unit plays a vital role in the long-term development, how to build an effective incentive mechanism to stimulate employees enthusiasm and potential ability to stimulate their enthusiasm to maximize and develop their creativity, enhance employees’sense of belonging and loyalty to the enterprise, the employee’s personal development and the development of enterprises closely linked, is that we want to mineral Unit solve the primary problem.In this paper, Xindi mining company employee incentives for the study, the theory of comprehensive incentive, through the Xindi mining company employee incentive situation described, the use of theory with practice through extensive field surveys relevant literature and ways for Xin mining companies incentives to scientific analysis of the current situation, pointing out that the existing incentive problems.In this paper, incentive problems and incentives based on the analysis to motivate theory, establishing employee incentive model, and propose targeted optimization program that is optimized Xindi mining company staff salaries and benefits, changes in the average income of the staff doctrine serious situation and post small differential coefficient, making it an attractive remuneration package; helping employees to develop clear career planning, strengthening personnel training system, to create their career development and promotion channels, to meet the employees’personal growth and development needs; strengthening of achievement motivation, create job consumption, pride and participation incentives, so that employees get the right job to meet the demand; clear the company’s future development, the formation of the corporate culture of respect for employees, so that employees on the company’s future development is full confidence; establish good teamwork motivation, meet the staff of social relations needs. Meanwhile, the establishment of an effective performance appraisal system, constraint mechanism and regular employee satisfaction surveys and other incentives to implement supporting measures.