Research On The Salary Incentives Of Frontline Employees Under A's Low-cost Strategy

As an important resource for the existence and development of an enterprise,it is very important to have a stable and skilled first-line team.Only in this way,can production and business activities be stable,sustained and efficient,and enterprises are more competitive.With International oil prices cliff-style decline,oil and petrochemical business development has brought great challenges and pressures at home and abroad,and business costs suddenly increased.When the oil price is high,the problem that companies try to cover such as rigid growth of cost,management of low-key,rising business risk,lack of work and other issues are stand out.Many companies in accordance with the status adjust the company's development orientation in time and thinking about their own development strategy to reduce labor costs by reducing total staffs.So they use low-cost strategy,which led to a total decline in corporate staff wages.The enthusiasm of the employees work has been hit,affecting the healthy and orderly development of the company.In order to study the incentive mechanism of front-line employees in petroleum and petrochemical enterprises in this environment,this paper takes A oil company as an example.Through the scientific,reasonable and effective salary allocation and performance appraisal program,we can find high-margin goods and front-line staff sales tasks linked to encourage front-line staff to enhance the effectiveness of complementary marketing,increase the income of front-line staff under the premise of low cost strategy.This measure makes up for the shortage of total wages under the premise of raising the wage gap exists so as to enhance the enthusiasm of the staff,encourage front-line staff to ensure the company's steady development,consolidate the share,improve quality and efficiency.The main contents of this paper:First,Put forward research issues and elaborate the significance of this study and the status,based on low-cost strategic theory,the theory of human resources and salary incentive theory.Analyzes A oil company's present situation and trend of strategic change to guide the research.Second,introduce the basic situation of A company's first-line employees and the specific performance in the performance appraisal and salary management after the change of enterprise strategy and elaborate the design process and principle of the scheme.Third,Summarize the main achievements of the first-line employee's salary incentive under the low cost strategy,and studies the problems and causes of the first-line employee's salary incentive by using thequestionnaire.Finally,The paper puts forward the corresponding countermeasures and suggestions for the problem.The conclusion:First,the development of salary incentive system should be consistent with the company's development strategy;Second,the goal of salary incentive is to combine external incentives with intrinsic motivation;Third,effective human resources management can achieve corporate strategy better.In short,Effective human resources management can maximize the mobilization of front-line staff enthusiasm and creativity,Meanwhile activate human resources so as to make a profit instead of suffering a loss and achieve low-cost development strategy.