Study On Incentive Mechanism Of A Power Supply Company Basic Level Employee

From the nature of the company, the power company is knowledge.intensive enterprises, the company is the most scarce knowledge.based professionals. In addition to the knowledge.based power company talent shortage, but also faces the allocation of talent unscientific, irrational usage and other issues, and therefore must be more beneficial to explore the work of the personnel incentives. Current incentives directly related to human resource management standards, in order to achieve efficient management of talent incentive mechanism is a necessary prerequisite. Grassroots power company employees are the most important for development of human resources, but also to achieve the company’s strategic planning personnel protection. The junior staff is also the object of study, the authors mainly incentive theory scholars as a reference, using theoretical analysis and practical method of combining research, give full play to the grass.roots power company employee incentive system put forward a sound policy role.To fully grasp the status quo incentives run power company A city.level employees, we design a questionnaire, cited a number of problems associated with incentives, including factors that may affect the effectiveness of incentives, employee incentives on the current degree of satisfaction, author staff answers were analyzed in order to infer the merits of A City power company employee motivation to work at the grassroots level, the question is as follows: there are loopholes in the pay system, performance appraisal unscientific way, the incentive system does not take into account the individual employee career planning. In.depth analysis of the causes of the problem, based on the article from incentive pay and benefits, performance appraisal motivation, career development incentives, training main motivation, corporate culture incentives proposed five A municipal power company employee incentive countermeasures. Where the incentive pay and benefits, the paper argues that the need to improve the structure of the compensation system, the establishment of a special line hardship posts allowance system. Incentives in the performance appraisal, the paper proposed to establish a scientific system of performance indicators to enhance application performance evaluation results, the establishment of performance results and feedback system. Training system, the paper proposes to strengthen the training of Technical Staff, focusing on the results of training and assessment feedback. In terms of career development incentives, the paper proposed the establishment of mechanisms for talent crossflow and vertical dual.channel promotion mechanisms, as well as junior staff career planning mechanisms. In terms of corporate culture, the paper proposed to cultivate good corporate culture, it is recommended to enhance communication among employees and between employees and leadership through the QQ group, microblogging, letters and other new media.This study, for the power enterprises to improve the effectiveness of the work of junior staff incentive provides a reference to help managers better understand the characteristics of junior staff, optimizing staffing grassroots.