Research On The Construction Of Employee Incentive Mechanism Of XA

With the deepening of the market competition,the traditional competitive advantage is gradually lost.In order to cope with the fierce competition trend,enterprise managers have to strengthen the internal management of enterprises,and vigorously tap the value of human resources,to build the core competitiveness.How to fully mobilize the enthusiasm and initiative of the staff,has long been one of the issues to be the focus of attention of enterprise managers.In theory,the western management scholars have put forward the expectation theory,achievement motivation theory,two factor theory,equity theory and a series of incentive theory,but these theories have their limitations,in practice the guiding significance of the emphasis.In this study,Zhuzhou Xinao Gas Co.,Ltd.as the research object,with a view to the use of Fromm’s expectations theory,the company’s staff incentives to provide policy recommendations.Zhuzhou Xinao Gas Company Limited is one of the two gas supply enterprises in Zhuzhou City,since the establishment of the company attaches great importance to the construction of human resources,the incentive system has established relatively perfect employees,but employees incentive effect is not obvious.But through the investigation on the company,found problems in the current incentive system areunitary incentives,pay the lack of competition,performance evaluation is not scientific,the welfare system is not perfect,the lack of incentive effect of training.This study combined with Fromm’s expectations theory,from the individual efforts to the performance,performance,reward,reward one by one the three relations level,to improve the company staff incentive mechanism.Based on the first relationship,we put forward three suggestions: to set up practical and feasible department and individual objectives,to establish a scientific performance appraisal system,to improve the company’s training system.In the second aspects of the relationship,respectively,from the three aspects of material motivation,spiritual motivation and work motivation,the countermeasures are designed.To meet the individual needs of employees in the third relationship level through the differences in pay and benefits.In the implementation of incentive schemes,in the relevant principles and ideas under the guidance of the construction of the overall thinking and specific process of implementation,pointed out the key problems that should be noticed in the process of implementation,and from the four dimensions of organization,technology,funding and implementation of the construction of cultural security system.Study on staff incentive is more complex,the domestic and foreign research about the incentive mechanism is also constantly enrich and improve the stage,this study further enriches the domestic research atthe same time,also hope to provide effective guidance for Zhuzhou Xinao Gas Company Limited incentive.