Optimization Design On Incentive Mechanism Of XHL Company

At present,China's economy is developing rapidly,the reform of state-owned enterprises is also advancing in depth,and the position of employees in the transformation and development of state-owned enterprises is also increasing.If state-owned enterprises want to consolidate their existing market in the fierce competition,expand their living space and improve their comprehensive strength,they must improve their human resource management level.Among them,it is very important to establish a scientific and effective incentive mechanism,further develop human resources and fully stimulate the potential of employees,so as to improve the comprehensive competitiveness of state-owned enterprises and create greater benefits.XHL company is a state-owned mining company under bureau A,which is a state-owned enterprise with the nature of a public institution.This paper takes XHL company as the object of study based on the study of classic incentive theories abroad and incentive mechanisms at home and abroad,especially those of state-owned enterprises and mining companies.The whole paper is expounded in six parts: The first part is the introduction,mainly expounds the background and significance of the research,and puts forward the ideas and methods of the research.The second part is the theoretical basis and research summary,which respectively reviews the classic incentive theory,the research on the incentive mechanism at home and abroad and the research on the incentive mechanism of state-owned enterprises.The third part introduces the current situation of XHL company's incentive and analyzes the existing problems.Using several common incentives that companies often use,such as corporate culture and environment incentives,compensation and welfare incentives,education training incentives,promotion incentives,performance evaluation incentives,etc.,through the design of the questionnaire survey on the current status of employee motivation,the subdivision questionnaire survey was conducted for employees of different ages,levels and degrees.and the incentive status of XHL company is further analyzed.It is found that the incentive mechanism has a series of problems,such as rigid compensation and welfare,single welfare programs,lack of institutionalized training system,lack of scientific talent selection,and unsound performance evaluation system.The deep reason is that the motivation management concept of XHL company lacks strategic height;Insufficient attention to the construction of corporate culture;The company's incentive management system is not sound;The foundation of human resource management is weak.The fourth part is the incentive mechanism optimization design scheme.On the premise of the development of the company's long-term strategic objectives,according to the actual situation of the company,combined with relevant incentive theory,according to the principles of scientificity and fairness,combination of material incentive and spirit incentive,stratification and classification incentive,and combination of positive and negative incentive,the scheme design is mainly carried out from five aspects: compensation and welfare,education training,career planning,job promotion and performance assessment,of which performance appraisal is the core.Performance appraisal plays a role in compensation and benefits,education training,career planning and job promotion.Education training and performance assessment impact and interact with eachother,so as to maximize the incentive effect.The fifth part puts forward the guarantee measures for the implementation of incentive mechanism,including strengthening the support of the management,strengthening the construction of corporate culture,perfecting the system guarantee,laying a solid foundation of human resource management and guaranteeing the financial support.The sixth part consists of conclusion,deficiency and prospect.It is hoped that the above research can help XHL company to establish a scientific and perfect incentive mechanism,motivate employees' potential to improve the competitiveness and cohesion of the company.It also provides reference for enterprises with similar problems.