Research On Performance Evaluation And Incentive System Improvement Of Z Company Communication Engineering Project Team

Z company is the world's leading provider of integrated communications solutions with a complete,end-to-end product line and convergence solution for the communications industry.With the advent of the era of mobile internet,the core strategic deployment of Z Company has begun to lead the way in leading 5G innovation,and has driven the company's various businesses to achieve steady growth.With the rapid development of the communication industry,all kinds of engineering delivery tasks require more and more tight time and the cycle is shortened.As an effective project organization and management mode,project management is very suitable for the management of delivery projects,and it is also very popular abroad.Applications,more and more communication delivery projects began to use project management methods for management.At the same time,Z company basically adopts the organizational model of linear function system.Every employee belongs to a certain department,and the project team is inter-departmental.The project team must be implemented through institutionalized and systematic design.In order to make the project management truly landed.In project management,the most fundamental and most active factor is people,and talent is the foothold of enterprise survival and development.The role of talents is completely different from that of machinery and equipment.It is highly dependent on people's subjective initiative.Only by establishing a good incentive mechanism,fully mobilizing the enthusiasm and creativity of all project members and improving work efficiency can we ensure the realization of project objectives.According to the study,employees who lack incentives can only play 20% to 30% of their actual work capacity,and the potential of fully motivated employees can reach 80% to 90%.By analyzing the status quo of the Z company project team incentive system,the existing project team incentive system has a large difference between the incentive effect and the employeeexpectation,the incentive and restraint mechanism needs to be optimized,the team staff growth and development needs to be optimized,the project team culture and team member communication need to be optimized.And other issues.According to the actual situation of Z company,the design purpose and design principle of Z company comprehensive incentive design are discussed,that is,to fully mobilize and stimulate the enthusiasm and creativity of project team members,improve the success and efficiency of project development,and create performance-oriented The motivational culture based on the struggler,the promotion and promotion of the overall vitality of enterprise development as the system design goal;the goal of satisfying and sharing the success of the project team members,and the combination of multiple incentive models,objective,fair and just principles The combination of material incentives and non-material incentives fully reflects the commonality and differentiation of incentives,the principle of motivation and sustainability of incentive schemes,and the principle of equal emphasis on incentives and constraints as design principles.Based on the knowledge of incentive theory and the actual situation of Z company,a comprehensive incentive system including material incentive,spiritual incentive and growth incentive was designed.Comprehensively implement compensation system optimization,including clear salary strategy,performance salary optimization,special subsidy,year-end ratio and other measures;and optimization design of special incentive system,including the establishment of major special awards,project product dividends,project job dividends,project innovation points rewards,etc.And comprehensive material incentives for welfare system optimization.From the spiritual incentive optimization to the existing spiritual honor incentives,strengthen the work authorization;establish a smooth team communication mechanism;and clear the project objectives to build a special project team culture and other aspects of comprehensive spiritual incentives.From the construction of the project-oriented career development channel,the construction of the performance evaluation system of the through-project team,and the construction of the project-based training subsystem,comprehensive growth incentives are met to meet the growth needs of project team members.This paper discusses the safeguard measures for the implementation of Z company'scomprehensive incentive system from four aspects: organizational leadership,increased resource input,system publicity,and implementation supervision,and has been piloted in the N project.After the trial of the comprehensive incentive system,according to the original project schedule of the project,the progress is significantly faster than before the trial,and various problems arising during the project promotion process are quickly solved under the joint efforts of the project team.The time has increased by 20%,the project funds are well controlled,and the project budget is saved by 7%.The mental state,enthusiasm and enthusiasm of the project leader have been significantly improved compared with the project leader who has not implemented the comprehensive incentive program.The enthusiasm,teamwork,mental state and enthusiasm of the project team members have been significantly improved compared to the project team that does not implement a comprehensive incentive program.Through the trial situation of the N project,the comprehensive incentive program has indeed played a considerable incentive for the company's project management and project team members,and also allowed the project team members to understand and experience the incentives and real feelings of the comprehensive incentive program.It laid the foundation for the comprehensive implementation of the comprehensive incentive plan for project team members,and has a good pilot and demonstration role.The transition from a linear functional system to a project system requires a long-term process.In this process,project team members are bound to coexist with other non-project team members for a long time.How to integrate the comprehensive incentives of project team members with other employees' incentives The problem of balance.The design and implementation of the comprehensive incentive system itself is a systematic management project that is constantly revised and dynamically improved,accompanied by the adjustment of relevant national human resources and social security policies,changes in internal and external environments,and corporate strategy,incentive orientation and human resource policy adjustment.For other reasons,it will certainly have some limitations,and there are problems in how to dynamically adjust and improve the comprehensive incentive system.