Optimization For Incentive System Of L Company’s Junior Staff

Human resources are the primary resources of enterprises, the core resource,the fundamental driving force to promote the enterprises. Companies not only should focus on how to choose the right people, to make use of the people, but also must find ways to attract and retain people. Motivation is the most important fact of modern human resource,it can inspire people’s needs and move people in the direction of the expected goal. Many scholars believe that there is a positive correlation between the extent of incentive employees received and corporate performance level. Therefore, the establishment of a suitable scientific incentive system is particularly important.L Company which this paper studied is a construction company in early stage of development, Since the company’s internal management system is not perfect, made it hard to adapt to the increasingly fierce market competition. On the other hand, due to the company’s incentive system is not perfect, so that employees lack of work enthusiasm and initiative in daily work. These problems seriously affect the company’s progress and development. Therefore, for L company, how to design an effective incentive system depending on the actual situation according to their own and the actual needs of employees is an unavoidable reality.Through learning the MBA courses including Management, Organizational Behavior, Human Resource Management, and the world’s cutting-edge incentive theory, the author of the paper has analyzed the status of the L Company’s incentive system. The analysis revealed that, L Company has some problems in respect of the salary structure, staff training, performance appraisal and career management. To help solve these problems of L Company, the author has designed a system of incentives and improvement program and some optimization suggestions based on the author’s find of the current situation of L Company, hoping to solve the company’s existing management problems.Here is the conclusion of the paper:First of all, the salary distribution system lacks the incentive effect. L company’s compensation system lack of effective connection with performance evaluation, it will seriously affect employees’ work enthusiasm. Secondly, L Company lack the emphasis on staff training. L Company’s current employee Training System largely rely on Q Group. Therefore, the current Training System is unable to meet the developmental needs of employees.One more, Lack of employee career planning. Since the leader’s main consideration is on how to make employees to complete the work, they rarely consider the career development of staff, did not provide sufficient space for employees’ development. These issue makes some of the employees feel their development is limited,because of this reason, many people is willing to find a new job.The last but not least, performance assessment lack incentive. In terms of performance assessment, L companies lack the ability to motivate good workers, which is not conducive to long-term development of enterprises.To solve these problems, the author of this article apply knowledge related to human resources management, with reference to the relevant incentive theory, to design improved incentive system for L Company. On salary distribution system, performance appraisal system, training system, staff development channel were carried out to improve the design. I hope in the future use the study can help L company solve practical problems of staff motivation aspect.