Optimization Design Of The Incentive Mechanism Of The Grass-roots Staff In The Hydropower Enterprises

The electric power industry as a Industry with the nature of social welfare,who it is closely related to people’s livelihood,the development of the country,social stability,people’s lives and property safety,and its importance is not the general industries can match the healthy and stable development of the electric power industry is an important prerequisite for the national economic construction steadily.Now the development of hydropower enterprises in China has entered the ranks of the world advanced level,China’s hydropower has entered the era of Large power station,Large generating set,highly integrated information.With the development of society and science and technology in the new era,the hydropower enterprises have carried out a series of reforms in order to keep pace with the times.Although the reform of hydropower enterprises improve the technical level of the hydropower industry,and enhance the competitiveness of hydropower enterprises,but because of some reasons,there are still some deficiencies in the use of enterprise incentive mechanism.Scientific and perfect enterprise incentive mechanism for staff can improve staffs enthusiasm and creativity.If not,it will hit the enthusiasm of staff,and even reduce the staffs enterprise loyalty.Therefore,constantly improve the incentive mechanism of Hydropower Enterprises,fully mobilize the enthusiasm and creativity of staff,ensure the safety,stability and sustainable development of Hydropower Enterprises had become a major issue of hydropower enterprises must pay attention to.Prior to this,the research on the incentive mechanism of the grass-roots staff of hydropower enterprises is relatively few.In this paper,the A hydropow,er enterprises as an example,applying theoretical knowledge of incentive mechanism,through a questionnaire survey,personal interviews and other way research and Analysis on the incentive mechanism of the grass-roots staff of A hydropower enterprises.Research and summarize the existing problems in the current incentive mechanism of the grass-roots employees of A Hydropower Enterprises:The phenomenon that enthusiasm of the grass-roots staff is not high is very serious,Between staff "egalitarianism" and "the mess" thought is more serious;Enterprise performance appraisal can be said to exist in name only,the results of performance appraisal for the employees of the effect is almost negligible;Enterprise staff’s promotion channel blockage;congestion;Enterprise training dull as ditch water,training pertinence is not strong and it can not meet the basic needs of employees;On the cultivation of enterprise culture do not pay attention,do not combine the individual value orientation of the basic level employees with the organization’s value orientation,reduces the enterprise centripetal force’ and cohesive force,unable to stimulate the staff’s enthusiasm and creative spirit.Then according to the results of the research,to optimize the incentive mechanism of the grass-roots staff in the A hydropower plant,to optimize the incentive mechanism of the grass-roots staff of A Hydropower Enterprises.Design a set of scientific and perfect incentive mechanism,including the optimization of the salary structure,the use of "workpoint" based evaluation management system.After the implementation of the incentive mechanism,the incentive mechanism is evaluated in a timely manner.The results of the questionnaire and the interview show that the effect of the incentive mechanism is significantly improved,but there are still some deficiencies.At last,it puts forward the necessary measures to ensure the implementation of the grass-roots staff’s A hydropower enterprise incentive mechanism.