Research On The Optimization Of Incentive Mechanism For Y Company's Grassroots Employees

After the international financial crisis,the developed countries such as America,have turned their vision back to the real economy led by the manufacturing industry,and put forward the strategy of re-industrialization or the strategy of modern industry,try to reshape the resplendence of the manufacturing industry,and enhanced their competitive strength.For our country,manufacturing industry is also the key to grasp the lifeblood of the economy.Facing the increasingly fierce competition in the world,how to survive in the wave,have become a real topic to small and medium-sized manufacturing companies with low technical force.At present,China's private small and medium-sized manufacturing companies are mostly labor-intensive,which means the productivity and efficiency of grassroots employees directly affect the core competitiveness of them.Therefore,the incentive problems for grassroots employees is highlighted.Y company,as one of the private small and medium-sized manufacturing companies,is facing the same situation.The problem of low productivity and low work efficiency of grassroots employees needs to be strengthened by incentive mechanism at the grassroots level.Therefore,the idea of this research is around the grassroots employees' incentive problems.Reading literature,reviewing the classical incentive theory,learning the latest progress of domestic and foreign researches on incentive for small and medium-sized enterprises and grassroots employees is my first step.After this,I chose all the grassroots employees of Y company as the objects of the research and investigated the motivation situation of employees at the grassroots level through questionnaires and interviews.And then,I analyzed the collected data to make sure the needs of Y company's employees for the improvement of current incentive mechanism.I found the following problems exited in the incentive mechanism of grassroots employees: the design of salary system is not reasonable,high employee turnover rate due to lacking of fairness;the performance appraisal system is not good enough,the incentive effect is not obvious;the training system is too simple,and can not improve employee' ability;lack of grassroots promotion opportunity,employees is facing the Glass Ceilings.The reasons for the existing problems of Y company are: employers did not pay much attention to the grassroots employees;employers did not care the importance of internal control on the grassroots level,employers did not take their initiative to create a good communication environment;and they ignored the demands of grassroots employees on learning and developing.To solve the above problems,this research put forward four proposals: first,strengthen the performance appraisal system to improve the overall efficiency of the company;second,improve the existing salary system,pay attention to fairness and reasonable wage allocation;third,strengthen the building of enterprise culture,attach importance to internal communication system;Fourth,improve the training system,care employees' growth.I hope this study could be referential for small and medium-sized manufacturing companies of the same kind.