Research On Optimization Of Incentive Mechanism Of KF Engineering Managers

On the basis of perfecting the incentive system of engineering management personnel,establishing an incentive mechanism for engineering management personnel that conforms to the development characteristics of the company can greatly increase the overall cohesiveness within the enterprise,establish a solid development foundation for the enterprise,and enhance the development vitality of the enterprise.On this basis,based on the problems existing in the incentive mechanism of KF company's engineering management personnel,this paper studies the means of effectively motivating civil servants,which is conducive to improving the incentive system of KF company's engineering management personnel,which can effectively improve the efficiency and improvement of KF's work efficiency.This paper comprehensively uses the literature research method and the investigation method to review the previous research results and related theories.Then,through the field investigation and analysis of the current situation of the incentive mechanism of KF company engineering managers,the problems in the incentives of KF engineering management personnel are clarified.KF company engineering management personnel incentive mechanism issues,propose corresponding solutions.The research pointed out that the problem of KF company's engineering management personnel incentives lies in the lack of effective means of material incentives.There are many shortcomings in growth incentives.The honorary moral incentives are weakened,and the reward and punishment assessment incentives are not effective.The reasons for the problems in the incentives of KF engineering management personnel are mainly self-love and lack of "people-oriented" human resource management ideas.There is no scientific and reasonable incentive mechanism,and an excellent administrative culture has not been established.The leadership's understanding of incentives is one-sided and limited.Sex.In view of the suggestion of optimization from four aspects,the rebuilding of the salary system proposes the inclusion of non-monetary compensation in the compensation system,supplementing the mid-and long-term salary incentive mechanism;improving the emotional incentive content,proposes to strengthen the emotional incentives for project management.The pursuit of engineering management spirit;further improve the performance appraisal mechanism of project management personnel,put forward the purpose of clear performance appraisal,optimize the content and indicators of the construction performance system;further refine the project management personnel personal career planning,put forward the attention of engineering management personnel occupation Grow and strengthen the education and training of engineering management personnel.