Research On Optimization Of Incentive Mechanism For Grassroots Young Employees Of 7th Daqing Oilfield Production

With the continuous learning of modern management methods, managers increasingly aware of the strategic significance of incentive mechanism to enterprise management. Formulating a scientific and reasonable incentive mechanism or not has a very important impact for enterprises’ short-term performance and long-term development. Recently, the increasing youth group in Daqing Oil Field has promoted the development and progress of oil field to a certain extent, The youth has become a force in the stable production base. However, the increasingly prominent problem in the work can’t be avoided. So how giving full play to the role of motivation and maximizing the enthusiasm of the youth in work are particularly important in the current increasingly complex and new situation.According to the objective reality of the seven oil extraction plant of Daqing, using questionnaire survey, data collection and other ways to grasp young employees in grassroots’ demands, through comparative analysis, statistical analysis and other methods to analysis operation of incentive mechanism of the status quo layer by layer, then combined with the actual situation of the relevant incentive theory, production factory production business objectives and grassroots youth work load, which optimize and improve the existing incentive mechanism in order to help the seventh oil extraction plant efficiency double promotion.It is found through the study that managers do many attempts in innovation incentive mechanism, by taking salary incentive,training incentive, promoting incentive, and other environmental incentives. Purpose to let rooted base which has been long lazy habit is further improved, broking the "cauldron rice" situation to some extent, mobilizing the enthusiasm and creativity of the young employees. However, from the view of the actual results, for the managers lack of innovation, the right unreal, single means and other reasons, the diverse needs of youth can’t be satisfied in all aspects. The found from the questionnaire of stimulate demand indicate that income level, working environment, marriage status, personal development factors are all influential incentive factors for grassroots young employees. For the current incentive effect, base of young employee satisfaction is generally low. Therefore, the current incentive mechanism still have many unreasonable, imperfect and unbalanced places. Thus leading the problems that cause distribution and demand unfit the young, which still need continuous exploration and improvement of management.In view of the problems found in the study, I suggest managers start with the four aspects in pay and benefits, personal development and cultural identity. Strengthen material incentive, rich activity carrier, pay attention to the ideological navigation, optimize and improve the existing incentive mechanism, paving the way for the youth. With the purpose of helping their overall development, and improving of constraints, promotion, training etc. Supporting measures to stimulate their vigor and innovation spirit, let all young grassroots employees share growth, talent of the right. In the end, the goal of enterprise development and youth target are agreed to achieve a win-win situation.