Case Study On The Reform Strategies Of Incentive Mechanism Of Nanchang Water Supply Group Company

In contemporary society,the international and domestic competition is becoming more and more fierce,and the competition between each other is escalating.The competition among all walks of life is the talent competition in the final analysis,human resources as "resources",plays a vital important role will be directly related to the survival and sustainable development,and its importance has become increasingly prominent.It means whether the human resources management is efficient also become increasingly the important factor for a enterprise to obtain competitive advantage.So set up in the performance evaluation system is the most effective way of remuneration management.Although with the state-owned large and medium-sized enterprise reform unceasingly thorough,the management system of Nanchang Water Supply Group is gradually improved and perfected.Nanchang water industry to improve the incentive mechanism in recent years in the development strategy of the enterprise itself and the organizational structure,but there are still improper personnel appointment and compensation,improper occupation planning discomfort and cultural construction such as inconsistent problems,such a series of problems reduce the enthusiasm of employees,and reduce the the work efficiency is not conducive to the development of enterprises.In view of this situation,Nanchang water industry group determined to advanced and scientific theory as the basis for the management of the development process of the staff management issues to adjust.This paper will combine theory with practice together,a systematic analysis of Nanchang water industry group incentive mechanism,incentive mechanism and that if a single use will not produce good effect,only comprehensive material and spiritual and cultural incentive in one way,incentive mechanism to play a role to stimulate the enthusiasm of the staff,produce the maximum and the optimization effect.On the other hand,according to the incentive theory,adopted the questionnaire and interview two survey,at the same time see the mechanism related to the management of data and historical data and group incentive,also analyzed the problems and current situation of Corporation incentive mechanism,finally from the salary mechanism,performance appraisal system,occupation planning,enterprise development the cultural aspects of the group's incentive mechanism reform measures are analyzed,and put forward some feasible and effective reform measures.Nanchang water industry group in the incentive mechanism design,job analysis,incentive standards,material and spiritual incentive combination and so on to do some work,and achieved great achievements,but the Nanchang water industry group still exists welfare effects of improper,simple,incentive evaluation system is not reasonable,the staff is not strong sense of ownership and a sense of belonging weak problems.Therefore,Nanchang water industry group should pay attention to the basic fundamental incentive of attendance,vacation,promotion,performance and other aspects,should also pay attention to the basic material of wages and bonus and welfare incentive means,also should pay attention to learning,growth,achievement,corporate culture and other non-material incentives.Therefore,the perfect incentive mechanism reform at the same time,Nanchang water industry group to establish a permanent core incentive mechanism,so that employees can get the surplus of the enterprise value of the rights,it is practical and more sustainable incentive results.Finally,Nanchang water industry group in the process of deepening the reform of the incentive mechanism,in terms of personnel,mechanism and culture protection should be strengthened and perfect,when problems arise in the process of reform should be resolved in a timely manner,and improve operational efficiency,enhance the staff's enthusiasm,initiative and creativity,realize the sustainable development of Nanchang water industry group.